Ozfone, an Australian telecommunications company, has implemented a hybrid work model allowing employees to work both remotely and in the office. However, the approach has caused problems including managers holding an unconscious bias that remote workers work less. As a result, employees feel micromanaged and the company culture has deteriorated. The HR team wants to address these issues to increase productivity and make the company more attractive to talent. However, the senior leadership team is hesitant to change the existing system and there is fatigue from previous change initiatives. The HR team must make a strong business case for how improving the hybrid model can benefit the company and gain staff support for the proposed changes.
1 7 5 l e a r n i n g o b j e c t i v e sc h a p t e rjasmin849794
The document discusses the roles and purpose of improvement project teams. It explains that a team is assembled when an improvement opportunity requires coordinated efforts from various individuals. Key roles include a sponsor to define the problem and support the team, a team leader to coordinate the project, and team members with relevant knowledge. An effective charter outlines the goal, scope, measures, deliverables, and timeline. It is important to select the right participants and keep the team focused on the clearly defined problem.
1. short answer question(200 words) [required] roger s. prjasmin849794
The document discusses research on perceptions of problematic Facebook use. It analyzes survey responses from 20,000 Facebook users about their Facebook habits and whether they feel in control of their usage and experience negative life impacts. Server log data of their Facebook activities over the previous four weeks is also analyzed. The study finds that an estimated 3.1% of US Facebook users experience problematic use, defined as feeling a lack of control and negative life impacts. Those experiencing problematic use tend to be younger, male, and going through major life events. They spend more total time on Facebook, especially at night, respond to more notifications, and are more likely to deactivate their accounts. However, they also feel Facebook is more valuable to them despite the negative impacts
This document provides guidelines for a workplace dilemma assignment in an Organizational Behavior course. Students will assume the role of a leader facing an inequity issue in a medical school department. Specifically, a more junior professor's compensation significantly exceeds a more senior professor's, despite their longer tenure and accomplishments. Students must analyze the equity issues using social exchange and equity theories, consider feasible resolution strategies and their consequences, and develop a specific action plan to resolve the inequity while maintaining staff motivation. The assignment requires a 2-3 page paper addressing these elements and will be graded based on a detailed rubric.
60 chapter 2 organization strategy and project selectionlaabhi353063
The major problem at Hector Gaming Company is a lack of alignment between projects and organizational strategy. Symptoms include increasing conflicts over resources, projects going over budget and missing deadlines, and employees working on projects outside the company's vision. The major cause of these problems is that while managers agree on the overall strategy, there is little consensus on how to implement it given limited resources. To address this, the action plan proposes implementing a formal project prioritization process to select projects strategically, establishing clear project guidelines and governance, and linking performance reviews to strategic goals to refocus employee efforts.
S2 2016 mgmt 2004 environmental issues in business dSHIVA101531
The document discusses implementing a strategic plan for Lakeview Elementary School. It identifies some key issues impacting the school's performance, including declining test scores and a need for data-driven teaching methods that address the diverse needs of the multicultural student population. Stakeholders who would be involved in implementing solutions include teachers, administrators, students, and parents. Their involvement would be determined by clearly outlining steps for participation and collecting data on implemented actions to evaluate effectiveness. The strategic plan aims to address all stakeholders' needs and improve the school's ability to help students succeed academically.
1) The document discusses how internal communication can drive employee engagement through three key areas: the employee's relationship with their line manager, providing employees with line of sight within the organization, and creating two-way communication channels.
2) Examples are provided of companies that have successfully implemented strategies in these areas, such as defining communication competencies for managers, educating managers to improve communication skills, and using new technologies to facilitate two-way dialogue.
3) Research is cited showing that higher employee engagement leads to improved business outcomes like increased revenue and profits. Internal communication can influence engagement drivers and act as an early warning system for companies.
2 module 2principles of management, spring 2021chapter 2abhi353063
This document outlines assignments for a Principles of Management course. It includes two assignments - a case study and written assignment - that are due by March 1, 2021. The case study involves analyzing organizational relationships and concepts from adversarial to partnership. It also requires answering questions about a case study titled "Not Measuring Up." The written assignment involves defining key organizational terms like ecosystem, culture, and cultural leader and explaining their impact on organizations.
1 7 5 l e a r n i n g o b j e c t i v e sc h a p t e rjasmin849794
The document discusses the roles and purpose of improvement project teams. It explains that a team is assembled when an improvement opportunity requires coordinated efforts from various individuals. Key roles include a sponsor to define the problem and support the team, a team leader to coordinate the project, and team members with relevant knowledge. An effective charter outlines the goal, scope, measures, deliverables, and timeline. It is important to select the right participants and keep the team focused on the clearly defined problem.
1. short answer question(200 words) [required] roger s. prjasmin849794
The document discusses research on perceptions of problematic Facebook use. It analyzes survey responses from 20,000 Facebook users about their Facebook habits and whether they feel in control of their usage and experience negative life impacts. Server log data of their Facebook activities over the previous four weeks is also analyzed. The study finds that an estimated 3.1% of US Facebook users experience problematic use, defined as feeling a lack of control and negative life impacts. Those experiencing problematic use tend to be younger, male, and going through major life events. They spend more total time on Facebook, especially at night, respond to more notifications, and are more likely to deactivate their accounts. However, they also feel Facebook is more valuable to them despite the negative impacts
This document provides guidelines for a workplace dilemma assignment in an Organizational Behavior course. Students will assume the role of a leader facing an inequity issue in a medical school department. Specifically, a more junior professor's compensation significantly exceeds a more senior professor's, despite their longer tenure and accomplishments. Students must analyze the equity issues using social exchange and equity theories, consider feasible resolution strategies and their consequences, and develop a specific action plan to resolve the inequity while maintaining staff motivation. The assignment requires a 2-3 page paper addressing these elements and will be graded based on a detailed rubric.
60 chapter 2 organization strategy and project selectionlaabhi353063
The major problem at Hector Gaming Company is a lack of alignment between projects and organizational strategy. Symptoms include increasing conflicts over resources, projects going over budget and missing deadlines, and employees working on projects outside the company's vision. The major cause of these problems is that while managers agree on the overall strategy, there is little consensus on how to implement it given limited resources. To address this, the action plan proposes implementing a formal project prioritization process to select projects strategically, establishing clear project guidelines and governance, and linking performance reviews to strategic goals to refocus employee efforts.
S2 2016 mgmt 2004 environmental issues in business dSHIVA101531
The document discusses implementing a strategic plan for Lakeview Elementary School. It identifies some key issues impacting the school's performance, including declining test scores and a need for data-driven teaching methods that address the diverse needs of the multicultural student population. Stakeholders who would be involved in implementing solutions include teachers, administrators, students, and parents. Their involvement would be determined by clearly outlining steps for participation and collecting data on implemented actions to evaluate effectiveness. The strategic plan aims to address all stakeholders' needs and improve the school's ability to help students succeed academically.
1) The document discusses how internal communication can drive employee engagement through three key areas: the employee's relationship with their line manager, providing employees with line of sight within the organization, and creating two-way communication channels.
2) Examples are provided of companies that have successfully implemented strategies in these areas, such as defining communication competencies for managers, educating managers to improve communication skills, and using new technologies to facilitate two-way dialogue.
3) Research is cited showing that higher employee engagement leads to improved business outcomes like increased revenue and profits. Internal communication can influence engagement drivers and act as an early warning system for companies.
2 module 2principles of management, spring 2021chapter 2abhi353063
This document outlines assignments for a Principles of Management course. It includes two assignments - a case study and written assignment - that are due by March 1, 2021. The case study involves analyzing organizational relationships and concepts from adversarial to partnership. It also requires answering questions about a case study titled "Not Measuring Up." The written assignment involves defining key organizational terms like ecosystem, culture, and cultural leader and explaining their impact on organizations.
This document summarizes key points from Chapter 14 of the textbook "Organizational Behavior". It discusses three types of conflict: task conflict, relationship conflict, and process conflict. It also discusses three loci of conflict: dyadic, intragroup, and intergroup conflict. The conflict process is outlined in five stages: perception, intentions, behavior, outcome, and conflict resolution or escalation. Two approaches to bargaining are contrasted: distributive bargaining which is win-lose, and integrative bargaining which creates joint gains and is win-win. Individual differences that can influence negotiations are also discussed.
This document discusses organizational structure and different types of structures. It identifies seven key elements of organizational structure: work specialization, departmentalization, chain of command, span of control, centralization and decentralization, formalization, and boundary spanning. It then describes common structures like functional, divisional, matrix, virtual teams, and circular structures. It also discusses the implications of mechanistic versus organic structures and the behavioral effects of different organizational designs.
The document discusses a study on the evolving communication function within organizations. Key findings from the study include:
- Fewer than half of communication leaders said they were satisfied with their function's structure, though most felt it was effective.
- Responsibilities of the communication function have increased and are expected to continue growing. However, most expect their headcount to remain the same.
- Top responsibilities included media relations, social media, and crisis communication. Communication functions were often combined with marketing.
This document is a research report on employee engagement in the federal sector. It examines data from the 2015 Federal Employee Viewpoint Survey to analyze the relationship between employee engagement levels and supervisors/leadership. The report finds that engaged employees are more productive and committed. Supervisors and senior leadership play a key role in engagement as employees who feel supported by their manager are less likely to disengage. The report concludes with recommendations for improving engagement based on the survey data and literature review.
The document discusses diversity in organizations and workplace discrimination. It covers two forms of workplace diversity: biological characteristics and other differentiating characteristics. Workplace discrimination undermines organizational effectiveness and can take many forms such as discriminatory policies, sexual harassment, intimidation, mockery, exclusion, and incivility. The document also examines how characteristics like age, sex, race, disabilities, tenure, religion, sexual orientation, cultural identity, intellectual abilities, and physical abilities are relevant to organizational behavior. Effective management of diversity is important for organizations.
This document is part of an ongoing journey exploring why organizational change leads to success and why not. Key in this journey is the permanent interaction between universities, business schools and private and public companies. Collecting data via questionnaires is accomplished with case studies.
This document summarizes key points about organizational communication from Chapter 11 of the textbook Organizational Behavior. It discusses the functions and process of communication, including management, feedback, emotional sharing, persuasion, and information exchange. It also contrasts downward, upward, and lateral communication and examines communication channels and barriers. Throughout, exhibits and examples from the textbook are referenced to illustrate important concepts.
This document discusses organizational change and stress management. It covers several topics:
1. It contrasts forces for change with planned change and describes change agents.
2. It identifies sources of resistance to change at the individual and organizational level and ways to overcome resistance like communication and participation.
3. It compares four main approaches to managing organizational change - Lewin's three-step model, Kotter's eight-step plan, action research, and organizational development.
4. It discusses ways to create a culture for change like managing paradoxes, stimulating innovation, and encouraging experimentation and risk-taking.
1. The document discusses organizational commitment and the importance of building trust between employees to increase motivation, organizational citizenship behavior, organizational commitment, and job satisfaction. It states that strong work relationships built on trust will encourage loyalty to the organization and its goals.
2. It also discusses different dimensions of information systems and supply chain management practices that can impact company performance, and the need to integrate various supply chain practices to improve performance.
3. Additionally, it covers the importance of motivation for employees to willingly perform their tasks and help the organization achieve its objectives. It identifies key regulators and motivators that must be balanced to increase job satisfaction, such as work environment, compensation, personal development, and a sense of belonging.
The document discusses various ways that organizations can motivate employees through job design and compensation. It describes the job characteristics model which links job design features to motivation. Alternative work arrangements like telecommuting and flexible schedules are discussed as motivating by increasing flexibility. Variable pay programs from bonuses to profit sharing are covered as tying pay to performance or company success. Employee involvement through participation and representation is also presented as a way to boost motivation.
This chapter discusses human resource policies and practices such as recruitment, selection, training, and performance evaluation. It describes different recruitment methods and selection techniques including interviews, tests, and assessments. It also compares various types of training like skills training, problem-solving training, and ethics training. Finally, it lists different performance evaluation methods such as ratings scales, rankings, and 360-degree evaluations. The overall purpose is to outline the key human resource processes used to attract, evaluate, develop, and manage organizational talent.
This document discusses organizational communication and its relationship to organizational commitment. It examines how effective communication between management and employees can help build commitment. The document reviews different theories of organizational communication, including classical, human relations, human resources, systems, and cultural approaches. It discusses how each approach views the role of communication in organizations. The key point is that multidirectional communication that shares information and allows employee input and feedback can help improve problem-solving, innovation and employee trust/commitment. Effective communication is seen as vital for organizational success.
- The study investigated employees' use of paid time off (PTO) at M&C Saatchi LA. While employees viewed PTO as important and beneficial, over a quarter did not fully use their PTO entitlement.
- Workload concerns and career concerns were identified as significant barriers to using PTO. Issues related to working at a small agency compounded these barriers.
- Recommendations focused on addressing these barriers, such as encouraging a positive culture around PTO, role modeling by managers, and strategies to promote better work-life balance and manage workload.
Leadership Essentials incorporate viable examination, an unmistakable vision, the capacity to impact others and foster individuals' ability, and the flexibility needed to look after center.
Team traditions employee communications planFelicia Pratt
The document outlines an employee communication plan for Consolidated Electronics. It identifies strategic goals of increasing employee knowledge of the business and achieving upward and downward communication. The strategy is to unify acquired companies, increase business knowledge, and become the top supplier through new communication initiatives. It then analyzes internal and external stakeholders, risks, attitudes, and provides an implementation plan focusing first on addressing employee issues to improve engagement. Progress will be tracked using surveys, focus groups, and metrics like knowledge of vision/mission, sales targets, and productivity.
Due Diligence Methodology by Human Value InternationalManofthetaste
Human Value International provides organizational network analysis to uncover informal networks within companies and identify key people and relationships. The analysis uses employee surveys to map information and knowledge sharing networks. It then generates multi-dimensional profiles of employees and groups. This helps companies develop individual and organizational improvement plans by understanding informal structures and dynamics. The methodology is based on biological neural networks and models how people behave in organizations. It provides advantages over traditional hierarchical analysis by mapping actual collaboration and influence patterns.
Most public hospitals have been facing the shortage and migration of doctors in the health market in
the context of global integration and the development of the private economic sector in Vietnam. The public
hospital system focuses on developing high-quality and stable human resources. Human resources development
that must be linked to organizational performance is a challenge for policy makers and hospital managers. This
study uses 246 doctor survey data and applies a Linear Structural Model in the analysis
UNC Movement of Youth conducted a communication audit to evaluate its internal and external communication strategies. Based on survey responses from staff and mentors, UNC Movement of Youth's communication was deemed generally effective, but there is room for improvement. Specifically, strengthening social media presence and improving communication between mentors, mentees, and parents were identified as areas that need work. An interview with the site director revealed that direct communication between mentors and parents could help mentors better connect with mentees. The site director also saw a need for consistency across Movement of Youth chapters through a site manual and app. Overall, the audit found UNC Movement of Youth's communication to be adequate but in need of enhancements, particularly regarding social media, mentor
AN ANALYSIS OF WORKPLACE ENTERTAINMENT AMONG COLLEGE TEACHERS ON WORK ENGAGEMENTIAEME Publication
The purpose of this study is to explore the effects of workplace entertainment on work engagement among college teachers. An empirical study conducted among the 200 college teachers in Tiruchirappalli District, Tamil Nadu. Purposive sampling method under non probability sampling technique was adopted for selecting samples for this study. Questionnaire survey was conducted for data collection. The major findings were workplace entertainment have both positive and negative effect on the work engagement of college teachers. Socialising with co-workers and Personal freedom at work have positive effect on factors like cognitive, emotional and social work engagement while celebration at work has positive effect on emotional work engagement and negative effect on cognitive and social work engagement of teachers. Authorities of colleges are major beneficiary of findings of this study. They will get a clear picture about the current pulse of workers regarding the effects of workplace entertainment on work engagement experienced by the college teachers.
1 Business Case Scenario – Assessment 2 Managing CulLeilaniPoolsy
1
Business Case Scenario – Assessment 2
Managing Culture and Change 21926, SPRING 2021
Ozfone is an Australian telecommunications and technology company, which markets voice,
mobile, internet access, pay television and other services. The company has more than 5,000
employees and has been selling services to businesses, households and individuals for over 45
years.
With COVID-19 vaccinations now underway, countries are beginning to map out their roadmap
out of lockdown. For companies, it creates important challenges and opportunities as to how
they choose to return to work. That presents an interesting new dynamic for both the employer
and the employee. In 2020, Ozfone was forced to transition its employees from being physically
present in their offices to working remotely. However, at the beginning of 2021, the company
implemented the hybrid working model – allowing employees to work both remotely and in the
office. This was supported by the CEO of the company who is aware that even if a vaccine or
effective treatment will open the possibility of a safe return to the traditional workplace, remote
work will take a permanent place in the employment mix. Hybrid working models, done right,
(1) allow organisations to better achieve innovation and attract talent, (2) lead to higher job
satisfaction and autonomy of employees, and (3) define a future of work that is more flexible,
people-oriented and sustainable.
However, the way how the company approached the hybrid working model has been causing
some serious problems. One of them is that the managers hold an unconscious bias that because
remote workers are not seen in the office they work less as those seen in the office. There is
P
h
o
to
b
y
s
n
ap
co
m
m
s.
co
m
2
also the belief that showing up to work, having good attendance and putting in long hours is
more important than the results. Managers feel that they cannot trust that their working-from-
home employees are actually doing the work and as a result, the employees are feeling
micromanaged. The management by results (supporting employee autonomy on when, where
and how they do their work) in the company has been clearly not embraced by the managers.
Moreover, the conditions in the office space are not designed for a hybrid form of collaboration
due to insufficient technological support. Not all meeting rooms are connected to the video
conferencing software which causes remote workers to miss out on important information
because it was communicated in person. The other problem is that the way how meetings are
run has not changed from the pre-Covid version. For example, although most meetings are now
attended by both remote and in-person team members, activities such as brainstorming are done
on a traditional flipchart with paper post-it notes. This leaves remote workers feeling like they
are not part of the team. Apart from that, the physical separation of staff in the ...
1 business case scenario – assessment 2 managing culsmile790243
Ozfone's hybrid work model has caused problems by fostering unconscious biases among managers and an insufficient technological infrastructure. As a result, employees feel micromanaged, disconnected from colleagues, and lacking support. The HR team wants to improve employee engagement and make Ozfone more attractive to talent by developing a more effective hybrid work approach. However, senior leaders are wary of changes due to past failed initiatives and change fatigue within the long-tenured workforce.
This document discusses high performance work practices (HPWPs) that can improve organizational performance. It describes three distinct "bundles" of management practices: 1) high employee involvement, which encourages empowerment rather than top-down control; 2) suitable human resource practices for recruiting, selecting, and retaining key personnel; and 3) continuous improvement practices like quality circles. Implementing these bundles of practices can increase employee motivation, commitment, and productivity, leading to greater effectiveness and efficiency for the overall organization.
This document summarizes key points from Chapter 14 of the textbook "Organizational Behavior". It discusses three types of conflict: task conflict, relationship conflict, and process conflict. It also discusses three loci of conflict: dyadic, intragroup, and intergroup conflict. The conflict process is outlined in five stages: perception, intentions, behavior, outcome, and conflict resolution or escalation. Two approaches to bargaining are contrasted: distributive bargaining which is win-lose, and integrative bargaining which creates joint gains and is win-win. Individual differences that can influence negotiations are also discussed.
This document discusses organizational structure and different types of structures. It identifies seven key elements of organizational structure: work specialization, departmentalization, chain of command, span of control, centralization and decentralization, formalization, and boundary spanning. It then describes common structures like functional, divisional, matrix, virtual teams, and circular structures. It also discusses the implications of mechanistic versus organic structures and the behavioral effects of different organizational designs.
The document discusses a study on the evolving communication function within organizations. Key findings from the study include:
- Fewer than half of communication leaders said they were satisfied with their function's structure, though most felt it was effective.
- Responsibilities of the communication function have increased and are expected to continue growing. However, most expect their headcount to remain the same.
- Top responsibilities included media relations, social media, and crisis communication. Communication functions were often combined with marketing.
This document is a research report on employee engagement in the federal sector. It examines data from the 2015 Federal Employee Viewpoint Survey to analyze the relationship between employee engagement levels and supervisors/leadership. The report finds that engaged employees are more productive and committed. Supervisors and senior leadership play a key role in engagement as employees who feel supported by their manager are less likely to disengage. The report concludes with recommendations for improving engagement based on the survey data and literature review.
The document discusses diversity in organizations and workplace discrimination. It covers two forms of workplace diversity: biological characteristics and other differentiating characteristics. Workplace discrimination undermines organizational effectiveness and can take many forms such as discriminatory policies, sexual harassment, intimidation, mockery, exclusion, and incivility. The document also examines how characteristics like age, sex, race, disabilities, tenure, religion, sexual orientation, cultural identity, intellectual abilities, and physical abilities are relevant to organizational behavior. Effective management of diversity is important for organizations.
This document is part of an ongoing journey exploring why organizational change leads to success and why not. Key in this journey is the permanent interaction between universities, business schools and private and public companies. Collecting data via questionnaires is accomplished with case studies.
This document summarizes key points about organizational communication from Chapter 11 of the textbook Organizational Behavior. It discusses the functions and process of communication, including management, feedback, emotional sharing, persuasion, and information exchange. It also contrasts downward, upward, and lateral communication and examines communication channels and barriers. Throughout, exhibits and examples from the textbook are referenced to illustrate important concepts.
This document discusses organizational change and stress management. It covers several topics:
1. It contrasts forces for change with planned change and describes change agents.
2. It identifies sources of resistance to change at the individual and organizational level and ways to overcome resistance like communication and participation.
3. It compares four main approaches to managing organizational change - Lewin's three-step model, Kotter's eight-step plan, action research, and organizational development.
4. It discusses ways to create a culture for change like managing paradoxes, stimulating innovation, and encouraging experimentation and risk-taking.
1. The document discusses organizational commitment and the importance of building trust between employees to increase motivation, organizational citizenship behavior, organizational commitment, and job satisfaction. It states that strong work relationships built on trust will encourage loyalty to the organization and its goals.
2. It also discusses different dimensions of information systems and supply chain management practices that can impact company performance, and the need to integrate various supply chain practices to improve performance.
3. Additionally, it covers the importance of motivation for employees to willingly perform their tasks and help the organization achieve its objectives. It identifies key regulators and motivators that must be balanced to increase job satisfaction, such as work environment, compensation, personal development, and a sense of belonging.
The document discusses various ways that organizations can motivate employees through job design and compensation. It describes the job characteristics model which links job design features to motivation. Alternative work arrangements like telecommuting and flexible schedules are discussed as motivating by increasing flexibility. Variable pay programs from bonuses to profit sharing are covered as tying pay to performance or company success. Employee involvement through participation and representation is also presented as a way to boost motivation.
This chapter discusses human resource policies and practices such as recruitment, selection, training, and performance evaluation. It describes different recruitment methods and selection techniques including interviews, tests, and assessments. It also compares various types of training like skills training, problem-solving training, and ethics training. Finally, it lists different performance evaluation methods such as ratings scales, rankings, and 360-degree evaluations. The overall purpose is to outline the key human resource processes used to attract, evaluate, develop, and manage organizational talent.
This document discusses organizational communication and its relationship to organizational commitment. It examines how effective communication between management and employees can help build commitment. The document reviews different theories of organizational communication, including classical, human relations, human resources, systems, and cultural approaches. It discusses how each approach views the role of communication in organizations. The key point is that multidirectional communication that shares information and allows employee input and feedback can help improve problem-solving, innovation and employee trust/commitment. Effective communication is seen as vital for organizational success.
- The study investigated employees' use of paid time off (PTO) at M&C Saatchi LA. While employees viewed PTO as important and beneficial, over a quarter did not fully use their PTO entitlement.
- Workload concerns and career concerns were identified as significant barriers to using PTO. Issues related to working at a small agency compounded these barriers.
- Recommendations focused on addressing these barriers, such as encouraging a positive culture around PTO, role modeling by managers, and strategies to promote better work-life balance and manage workload.
Leadership Essentials incorporate viable examination, an unmistakable vision, the capacity to impact others and foster individuals' ability, and the flexibility needed to look after center.
Team traditions employee communications planFelicia Pratt
The document outlines an employee communication plan for Consolidated Electronics. It identifies strategic goals of increasing employee knowledge of the business and achieving upward and downward communication. The strategy is to unify acquired companies, increase business knowledge, and become the top supplier through new communication initiatives. It then analyzes internal and external stakeholders, risks, attitudes, and provides an implementation plan focusing first on addressing employee issues to improve engagement. Progress will be tracked using surveys, focus groups, and metrics like knowledge of vision/mission, sales targets, and productivity.
Due Diligence Methodology by Human Value InternationalManofthetaste
Human Value International provides organizational network analysis to uncover informal networks within companies and identify key people and relationships. The analysis uses employee surveys to map information and knowledge sharing networks. It then generates multi-dimensional profiles of employees and groups. This helps companies develop individual and organizational improvement plans by understanding informal structures and dynamics. The methodology is based on biological neural networks and models how people behave in organizations. It provides advantages over traditional hierarchical analysis by mapping actual collaboration and influence patterns.
Most public hospitals have been facing the shortage and migration of doctors in the health market in
the context of global integration and the development of the private economic sector in Vietnam. The public
hospital system focuses on developing high-quality and stable human resources. Human resources development
that must be linked to organizational performance is a challenge for policy makers and hospital managers. This
study uses 246 doctor survey data and applies a Linear Structural Model in the analysis
UNC Movement of Youth conducted a communication audit to evaluate its internal and external communication strategies. Based on survey responses from staff and mentors, UNC Movement of Youth's communication was deemed generally effective, but there is room for improvement. Specifically, strengthening social media presence and improving communication between mentors, mentees, and parents were identified as areas that need work. An interview with the site director revealed that direct communication between mentors and parents could help mentors better connect with mentees. The site director also saw a need for consistency across Movement of Youth chapters through a site manual and app. Overall, the audit found UNC Movement of Youth's communication to be adequate but in need of enhancements, particularly regarding social media, mentor
AN ANALYSIS OF WORKPLACE ENTERTAINMENT AMONG COLLEGE TEACHERS ON WORK ENGAGEMENTIAEME Publication
The purpose of this study is to explore the effects of workplace entertainment on work engagement among college teachers. An empirical study conducted among the 200 college teachers in Tiruchirappalli District, Tamil Nadu. Purposive sampling method under non probability sampling technique was adopted for selecting samples for this study. Questionnaire survey was conducted for data collection. The major findings were workplace entertainment have both positive and negative effect on the work engagement of college teachers. Socialising with co-workers and Personal freedom at work have positive effect on factors like cognitive, emotional and social work engagement while celebration at work has positive effect on emotional work engagement and negative effect on cognitive and social work engagement of teachers. Authorities of colleges are major beneficiary of findings of this study. They will get a clear picture about the current pulse of workers regarding the effects of workplace entertainment on work engagement experienced by the college teachers.
1 Business Case Scenario – Assessment 2 Managing CulLeilaniPoolsy
1
Business Case Scenario – Assessment 2
Managing Culture and Change 21926, SPRING 2021
Ozfone is an Australian telecommunications and technology company, which markets voice,
mobile, internet access, pay television and other services. The company has more than 5,000
employees and has been selling services to businesses, households and individuals for over 45
years.
With COVID-19 vaccinations now underway, countries are beginning to map out their roadmap
out of lockdown. For companies, it creates important challenges and opportunities as to how
they choose to return to work. That presents an interesting new dynamic for both the employer
and the employee. In 2020, Ozfone was forced to transition its employees from being physically
present in their offices to working remotely. However, at the beginning of 2021, the company
implemented the hybrid working model – allowing employees to work both remotely and in the
office. This was supported by the CEO of the company who is aware that even if a vaccine or
effective treatment will open the possibility of a safe return to the traditional workplace, remote
work will take a permanent place in the employment mix. Hybrid working models, done right,
(1) allow organisations to better achieve innovation and attract talent, (2) lead to higher job
satisfaction and autonomy of employees, and (3) define a future of work that is more flexible,
people-oriented and sustainable.
However, the way how the company approached the hybrid working model has been causing
some serious problems. One of them is that the managers hold an unconscious bias that because
remote workers are not seen in the office they work less as those seen in the office. There is
P
h
o
to
b
y
s
n
ap
co
m
m
s.
co
m
2
also the belief that showing up to work, having good attendance and putting in long hours is
more important than the results. Managers feel that they cannot trust that their working-from-
home employees are actually doing the work and as a result, the employees are feeling
micromanaged. The management by results (supporting employee autonomy on when, where
and how they do their work) in the company has been clearly not embraced by the managers.
Moreover, the conditions in the office space are not designed for a hybrid form of collaboration
due to insufficient technological support. Not all meeting rooms are connected to the video
conferencing software which causes remote workers to miss out on important information
because it was communicated in person. The other problem is that the way how meetings are
run has not changed from the pre-Covid version. For example, although most meetings are now
attended by both remote and in-person team members, activities such as brainstorming are done
on a traditional flipchart with paper post-it notes. This leaves remote workers feeling like they
are not part of the team. Apart from that, the physical separation of staff in the ...
1 business case scenario – assessment 2 managing culsmile790243
Ozfone's hybrid work model has caused problems by fostering unconscious biases among managers and an insufficient technological infrastructure. As a result, employees feel micromanaged, disconnected from colleagues, and lacking support. The HR team wants to improve employee engagement and make Ozfone more attractive to talent by developing a more effective hybrid work approach. However, senior leaders are wary of changes due to past failed initiatives and change fatigue within the long-tenured workforce.
This document discusses high performance work practices (HPWPs) that can improve organizational performance. It describes three distinct "bundles" of management practices: 1) high employee involvement, which encourages empowerment rather than top-down control; 2) suitable human resource practices for recruiting, selecting, and retaining key personnel; and 3) continuous improvement practices like quality circles. Implementing these bundles of practices can increase employee motivation, commitment, and productivity, leading to greater effectiveness and efficiency for the overall organization.
Running head CLIENT PROBLEM 1CLIENT PROBLEM.docxsusanschei
This document discusses human resource challenges at MTS Systems Corporation. It identifies retention of skilled workers as a major challenge, as employees seek promotion and to meet changing expectations and motivations. Younger generations are less loyal and more driven by recognition, while older generations value financial rewards more. The company must evaluate workplace needs and focus on career growth, creativity, collaboration, and mission to engage employees. Effective communication between generations and a culture of respect are also important to address human resource issues and improve performance at MTS Systems Corporation.
The global shift to incorporating types of hybrid work models was born out of necessity. However, businesses are using it to provide possibilities for every worker.
Employee Retention Strategies to Survive the Great ResignationKashish Trivedi
Onboarding reflects what your company is and ultimately leaves the first impression on new employees. A report indicates a 2.6 times increase in job satisfaction among new employees when they have a positive onboarding experience.
You can rely on learning management tools that streamline difficult or time-consuming procedures for companies to hire new employees. Leveraging a comprehensive learning platform allows you to create personalized onboarding experiences for new employees.
Extra steps need to be taken to make sure employees joining remotely feel integrated into their team. To achieve this, you could implement a virtual onboarding program that may utilize internal bots to help facilitate a more seamless connection within your team. Check for chatbot pricing and integrate an employee engagement bot within your onboarding activities to encourage icebreaker conversations.
The document discusses the role of HR in organizational transformation. It argues that HR often ends up defending the status quo instead of driving real change. It suggests HR should focus on promoting workplace ethics, corporate social responsibility, developing the talent ecosystem, managing diversity for value, and challenging wrong decisions. The presentation provides examples of how HR can build skills through apprenticeship programs, implement true diversity management, and advocate for fairness and justice. It concludes that for HR to be valued, it needs to help employees find meaning, difference, honesty, value and simple rules in their work.
Running head PROPOSAL 1PROPOSAL4Proposal .docxjeanettehully
Running head: PROPOSAL 1
PROPOSAL4
Proposal for Organizational Learning Issues
Penny Williams
HRM 562: Developing a Learning Organization
Dr. Allan Beck
August 26, 2019
Proposal for Organizational Learning Issues
All firms tend to face a wide range of challenges. These challenges hinder the effective delivery of services and objectives. In the organization transition management, some specific concerns in ABC Company have risen threatening the existential integrity of the organization. It is important to note that all firms have goals that determine the courses of their operations. It is also critical to observe that within the organization and among the different ranks of the workers in ABC there are different levels of understanding when it comes to the organizational goals. A good example to illustrate this disparity is the fact that the executives and the top management may understand or have a clear sight of the destination while the junior workers have a hazy blurred sight of the target. In fact, some might not even goals at all. As a result, these workers will operate like rudderless ships and consequently there is a loss of focus and poor productivity in general (Cameron & Green, 2017).
Secondly, different firms have different training systems tasked with the primary role of preparing the workers to tackle their tasks and enhance the achievement of the firm’s objectives r goals. In the case of ABC Company, it is vividly clear that the organization has a sophisticated training system that is preventing the firm from achieving human resource demands. In such circumstances, employees and staff fail to come to terms with the goals of training that the organization is championing for. This has had a tremendous impact on the quality of production. Finally, the is the lack of teamwork amongst workers. This is further fueled by the lack of understanding the importance as well as the value of teamwork which presents a concern with the best interest of the organization at heart. For ABC to develop and serve the proper functions and goals that are set out to be achieved, there must be an assessment of the concerns addressed to set up an avenue for better and prosperous organizational future.
With regard to the issues raised, it is recommended that the organization pioneers and invests in helping its workers understand the organizational goals of the workers across the different ranks. Most importantly the junior workers must show a clear understanding of the direction that the organization is striving to take as well as a pre-conceived destination or direction. The best approach to accomplish this is to improve communication channels and standards among the leaders of the firm and the employees. When leaders create a communication barrier between the administration and the workers which can be characterized as a one-way communication or a top to bottom type of communication, it becomes difficult for the provision of the reverse type o ...
Positive Impact of Remote Work on Companiesroeland8
In recent years, remote work has become an increasingly attractive way of doing business. This shift towards remote work, initially brought about by necessity during the pandemic, has revealed many advantages that extend far beyond convenience. However, despite these advantages, many companies have also chosen to return to on-site-only or hybrid work.
No doubt that remote work can come with challenges. But it also comes with benefits beyond managerial preferences. This is why it's worth looking at it more thoroughly and understanding the holistic potential including increased profitability, productivity, diversity, and sustainability which we will look into here.
At the same time, we believe it may be a case-by-case decision. We want to provide you with a solid foundation to make the decision for your business to have a partial or full adoption of remote work practices, and to benefit from its upsides.
As advocates of remote work, we want to share our first-hand experiences and insights from other remote-first companies. By doing so, we hope to address any lingering doubts and misconceptions surrounding remote work, while also emphasizing its incredible potential for businesses across sectors.
Mission statement To help our clients and our people excel. We ar.docxaltheaboyer
Mission statement: To help our clients and our people excel. We are one of the lead business advisory organisations
Vision statement: To be the standard of excellence, first choice of all the most sort after clients and talent
Core values:
1. Commitment to each other
2. Integrity
3. Outstanding value to clients
4. Strength from cultural diversity
Our Aims
· Greater employee relationships and engagement
· Use technology to have a more fluid workplace across country lines and domestic locations
· Increase standard of employee productivity
Aim 1 – greater employee relationships and engagement
· Key objectives – raise the culture of inclusivity, diversity and equality; more in-depth and larger relationships built in the company across departments and levels of management
· Indicative measures of success – Increased diversity profile of staff promoted into senior roles, more cross department collaborations, turnover rates
Aim 2 – create a borderless organisation
· Key objectives – use technology to have a more fluid workplace across country lines and domestic locations, offices in more countries, one interconnected system of telecoms
· Indicative measures of success - more acquisitions and mergers, new markets are entered, more collaboration across cities and continents
Aim 3 – Increase standard of employee productivity
· Key objectives – develop a clear understanding of what high performance is to each department, clear approach to identification and development of talent
· Indicative measures of success - Turnover rates, number of internal promotions
Introduction
There are many trends that are conspiring in the world of work, that will directly affect individuals, organisations and institutions. The different types of trends that are occurring are distribution of population, social changes, service sector increase, technology and more generational diversity in the workplace. We currently live in a world where technology and its applications move at a very fast pace and this can have both adverse and positive impacts on society and the economy. For example, allowing new industries and markets to emerge or causing industries to become obsolete. To thrive in such a world and lead in the markets, individuals and services must innovate equally to maintain pace to prevent replacement in such a market. This is especially true for the service industry, where processes have been streamlined and become more efficient due to technological advancement. The bigger the company, the more impact the ever-changing technological landscape will have on business affairs and Deloitte are a very good example of this.
To ensure that the strategies enforced by the company are in line with their goals, the implications that are faced must be identified and addressed both from organisational and individual perspectives. Individuals may face increased use of technology leading to lack of interpersonal skills, reduction in jobs, inequality, ali ...
Future of work: Self-management, business purpose and employee engagementCoincidencity
The future of work means a lot of things to a lot of people. But maybe, instead of talking about technologies or innovation, the future of work could be about establishing more engaged, humane, soulful, purposeful organisation... if so, how do you get there?
The New Entrepreneurial Society and Modern Labor Issuesinventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Keys to Corporate Responsibility Employee EngagementSustainable Brands
PwC recently found that employees who participate in its CR programs have a 5% higher retention rate, with a value of $165 million to the company. In this report, PwC shows how it uses a common corporate tool, the Plan-Do-Check-Adjust (PDCA) Cycle to engage employees, and the Employee Engagement Index (EEI) to measure engagement.
Performance Related Pay White Paper by 3C Performance ManagementHedda Bird
Making Performance Related Pay Work for You
Could some form of performance related pay improve productivity in your organisation?
Is your current approach to performance related pay making the most of every penny available?
Are you de-motivating many of your employees through ratings and bonus systems that are past their sell-by date?
In times of tight budgets and rising costs, it’s vital that organisations pull every lever to maximise performance and create value.
Will performance related pay help you? It might – but it’s complicated, and it’s easy to get it wrong. That’s why we have created this white paper for all those involved in making decisions about pay and performance, based on the research reported in our up-to-the-minute White Paper – Making Performance Related Pay Work for You.
The Collaborative Organization ManifestoJacob Morgan
A free ebook which serves as a pre-cursor to my book, The Collaborative Organization. The way we work is changing. New behaviors and technologies are entering the enterprise and organizations are struggling to adapt to these changes. This ebook is the first step in providing a resource that can help evolve businesses into Collaborative Organization's.
In 2013, the global food chain, McDonald’s, addressed concerns for increasing complaints about their customer service. Forbes was quick to cover the fast-food powerhouse’s admission to issues on their frontline. To investigate the driving force behind the increasing poor service and to provide possible solutions, contributing authors highlighted organizations well-known for their impeccable service records.1 Time and again, media attention is directed toward Ritz-Carlton, with accounts of its outstanding service efforts made by individual employees, such as a maid replacing personal toiletries without the guest even having to ask. How is it that the Ritz is able to motivate their frontline to carry out this mission of service excellence, while other multinational organizations, like McDonald’s, still face hurdles in reaching the goal of high-quality customer service?
This document discusses employee attrition (turnover), which refers to employees leaving their jobs. It provides definitions of attrition and attrition rate. Some of the key reasons for attrition discussed include higher pay elsewhere, poor working conditions, lack of career advancement opportunities, and personal reasons. Specific to the insurance industry, the document notes attrition rates of 35-40% for agents due to the high-pressure nature of the work and difficulties sustaining business over time. Calculating accurate attrition rates can be challenging for organizations.
Attract, Retain, and Grow your people to grow your impact and the role of lea...The Pathway Group
The title "Attract, Retain, and Grow Your People: Maximizing Impact and the Importance of Effective Leadership" highlights the essential elements of building a successful organization. By focusing on attracting, retaining, and nurturing talented individuals, companies can expand their influence and achieve meaningful outcomes. Effective leaders play a crucial role in this process, guiding and empowering their teams to reach their full potential. By prioritizing the development of their people, businesses can drive growth, enhance their impact, and create a thriving work environment.
Running Head IMPACT ANALYSISIMPACT ANALYSIS5Impac.docxcowinhelen
Running Head: IMPACT ANALYSIS
IMPACT ANALYSIS 5
Impact Analysis
Nicholas J Ceo
American Military University
January 2017
Introduction
Impact analysis involves identification of overall consequences that result from implementation of a given change in an organization. Prior impact analysis is designed to eliminate unexpected and possible issues that may occur when accommodating change. The criteria look at proposed changes and the overall impact to ensure it is managed. Sometimes analysis calls for experimenting given changes on a small scale before they are initiated. Therefore, each solution is subject to sidelining and scrutiny for possible adverse impacts with positive impacts being looked at on a minor level.
Coaching
Coaching is a solution suggested for employees in retention and improvement of excellent skills. The impact of such a program lies in its cost. To implement the program, the company will incur expenses that may result in bankruptcy especially in the department of strategic planning. Clients will have a positive gain of getting new skills, but in the long run, the company will make losses.
Coaching also disrupts the company’s timelines and operations. This can be noticed in rescheduling operations to create time for coaching and even do preliminary practices based on the knowledge imparted.
The short-term impacts on clients and the entire human resource lie in delayed production and delivery. This is because the otherwise useful time is spent in learning new skills and exercising them. Furthermore, some information offered during coaching may differ with the skills already available. This will create confusion among the employees as they are not used to the skills. The result will be disruption of operations, and thus the company may realize losses.
Continuous Process Improvement
The process involves a gradual change in processes. Accommodating such a change lies in the difficulties it offers to the organization regarding finance. To implement bitwise changes, an organization must be ready to pause given programs which in turn affects other operations. For instance, a maintenance operation on its halts almost the entire production process. This reduces the working hours of employees hence may require compensation for time lost. The company, in turn, makes losses for paying for costs of unproductive time.
The process may also disrupt managerial operations. This is because the primary stakeholders will have to undertake supervision and oversight during process improvement. The later adds to the time lost and costs of compensation as well.
With the disruptions at work, some employs may resort to resignation since they may not cope with the changes. Take for example introduction of computers in an institution where clients do not know the machine, and they have to use it; some will prefer migration rather than learning the skill.
Brainstorming
Brainstorming is a useful method of finding possible solutions a ...
Running head IMPROVING EMPLOYEE RETENTION RATE IN THE AUTOMOTI.docxjoellemurphey
Running head: IMPROVING EMPLOYEE RETENTION RATE IN THE AUTOMOTIVE SECTOR
IMPROVING EMPLOYEE RETENTION IN THE AUTOMOTIVE SECTOR
IMPROVING EMPLOYEE RETENTION RATE IN THE AUTOMOTIVE SECTOR
Table of Contents
Page Number
Executive summary………………………………………………………………………………. 2
Chapter 1 Problem Definition, Background to the Study…………………………………………4
Chapter 2 Literature Review……………………………………………………………………12
Chapter 3 Research Methodology……………………………………………………………....19
Chapter 4 Data Analysis Future…………………………………………………………………22
Chapter 5 Summary, Conclusions, and Recommendations Future ……………………………..28
Terminology and Definitions Page
References Pages……………………………………………………………………………..31-35
Appendix A Permission to Conduct Study
Appendix B Consent Form (Anonymous Survey, Informal
Interview or Formal Interview)
Appendix C Survey/Interview Questions
Executive Summary
The purpose of this study and research will be is to show the flaws in the current logistics process and to develop a positive reinforcement for employees in the automotive sector. In doing so, the employees will develop a comfortable attitude in adjusting to the changes in the layout of how the company’s foundation is built and how that foundation’s usefulness is a major contributing factor to the overall success of the business, especially considering the fact that the automotive sector has at least one hundred thousand employees. Creating this survey offered the opportunity to find out what the root cause is of why employees are not reporting to work either on time, or at all. This methodology will be used to elaborate the data compiled in the company’s daily, weekly, monthly, and yearly reports. These same reports describe and display the hourly needs of employees, lost hour cases, vacation, personal time off, rehabilitation and training in the facility.
The company believes that with the proper resources in the production environment, and along with reliability, simplicity, and fundamental training skills there can definitely be a major change in the way employee retention can be improved. The company also agrees that they have a mutual obligation to sustain a foundation by incorporating a trustworthy dedicated program while leading the necessary awareness of training. The major conclusions drawn were that the observations and experiences of the data displayed will provide one the company with the knowledge to seek ways to reduce and eventually eliminate lost hours worked that occur in the workplace. The goal is to change the perception of the employees so they may by getting them to assist using suggestion programs in the hopes of future success.
Currently, the most important recommendationsare is that the automakers continue with the internal process implemented at this time. Further Additional research indicated that based on ...
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1 business case scenario – assessment 2 managing cul
1. 1
Business Case Scenario – Assessment 2
Managing Culture and Change 21926, SPRING 2021
Ozfone is an Australian telecommunications and technology
company, which markets voice,
mobile, internet access, pay television and other services. The
company has more than 5,000
employees and has been selling services to businesses,
households and individuals for over 45
years.
With COVID-19 vaccinations now underway, countries are
beginning to map out their roadmap
out of lockdown. For companies, it creates important challenges
and opportunities as to how
they choose to return to work. That presents an interesting new
dynamic for both the employer
and the employee. In 2020, Ozfone was forced to transition its
employees from being physically
present in their offices to working remotely. However, at the
beginning of 2021, the company
implemented the hybrid working model – allowing employees to
work both remotely and in the
office. This was supported by the CEO of the company who is
aware that even if a vaccine or
effective treatment will open the possibility of a safe return to
2. the traditional workplace, remote
work will take a permanent place in the employment mix.
Hybrid working models, done right,
(1) allow organisations to better achieve innovation and attract
talent, (2) lead to higher job
satisfaction and autonomy of employees, and (3) define a future
of work that is more flexible,
people-oriented and sustainable.
However, the way how the company approached the hybrid
working model has been causing
some serious problems. One of them is that the managers hold
an unconscious bias that because
remote workers are not seen in the office they work less as
those seen in the office. There is
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also the belief that showing up to work, having good attendance
and putting in long hours is
more important than the results. Managers feel that they cannot
trust that their working-from-
home employees are actually doing the work and as a result, the
employees are feeling
micromanaged. The management by results (supporting
employee autonomy on when, where
and how they do their work) in the company has been clearly
not embraced by the managers.
Moreover, the conditions in the office space are not designed
for a hybrid form of collaboration
4. due to insufficient technological support. Not all meeting rooms
are connected to the video
conferencing software which causes remote workers to miss out
on important information
because it was communicated in person. The other problem is
that the way how meetings are
run has not changed from the pre-Covid version. For example,
although most meetings are now
attended by both remote and in-person team members, activities
such as brainstorming are done
on a traditional flipchart with paper post-it notes. This leaves
remote workers feeling like they
are not part of the team. Apart from that, the physical separation
of staff in the implemented
hybrid model makes forming working relationships between
employees very difficult. Yet the
question of how staff may be supported and developed to face
current and future challenges
tends to be neglected since managers are busy coordinating the
work of remote employees and
those present in the office. As a result, lack of socialisation and
genuine support from managers
– an essential part of office life – deteriorated the firm’s culture
by creating a lack of trust and
disengagement.
In your role as the HR leadership team, you would like to
contribute to an increase in
productivity through a more engaged workforce as well as
making the company more attractive
to talent. To do this, it has become clear to you that the
company’s approach to hybrid work is
underdeveloped and what is more, the current way of how the
combination of remote and office
work is done is not effective. You are not alone in this view. In
conversations with frontline
5. managers and employees, you have established that their
feelings about the current way of
working range from resignation to downright hostility (‘toxic
working environment’,
‘demotivating’, ‘too stressful’ and ‘lack of support’).
The problem is, the senior executive team is nervous about
tinkering with a system that, in their
minds, has so far worked fairly well. There are a number of
views in the leadership team. The
CEO is fundamentally open to change as long as it aligns with
the company’s value statements
(see below) and helps increase the company’s competitive
market position. In particular, his
message on the company’s website is: “For the many challenges
this pandemic poses, it also
presents opportunities – new ways of thinking and working, new
approaches to business and a
greater emphasis on community-focused solutions.” He is joined
by the Marketing and Sales
Operating Officers who believe that the firm’s culture would
benefit from becoming more
collaborative and trusting. The Divisional Leaders tend to have
a more neutral position: they
are aware of frontline managers’ and staff’s disengagement with
the current way of hybrid
work across all divisions, but see it as a ‘necessary evil’ since
they believe there are no
alternative options and that employees just need to get used to
it. The Chief Operating Officer
and Chief Financial Officer believe that the company has a solid
system that everyone knows
how to use and that provides clear communication channels, so
why change it?
To make matters more complex, there is a degree of change
6. fatigue in the organisation. The
company’s approach to change has traditionally been to have
experts design the change and
then tell managers to implement it. But the workforce consists
predominantly of unionised,
long-time employees, so it is difficult to mandate changes if
they do not like them. As one of
the frontline managers has told you: “We’ve been through
different change management
programs, and the perception at the front lines is that if you
duck your head, they go away.
3
There is a certain amount of cynicism in the organisation.”
Knowing this, you are fully aware
that the senior executive team will likely have concerns and
queries around the proposed
change in regards to the hybrid working model, e.g.:
- What are the key benefits for the firm? Is it really worth the
effort?
- What will make this change initiative successful, as opposed
to other failed change
initiatives by external consultancies that they have endorsed in
the past?
- How does your proposed change initiative align with the
company’s current value
statements and external market drivers?
7. - What is the business case for it, compared to the status quo in
how hybrid work is
currently handled by the firm?
- How will staff and frontline managers be involved in the
process so that the initiative
does not end up being undermined, as has been the case with
previous (top-down)
driven change efforts?
Ozfone’s value statement
1. We strive for excellence in what we do. We are committed to
the continuous
improvement of our services, and we achieve this by
continuously developing and
deepening our knowledge of our people, our customers, and our
business.
2. We lead in ways that provide recognition, motivation, and
empowerment – by listening,
seeking feedback, and working with our staff on the attainment
of shared goals.
3. We encourage accountability and ownership across divisions
and roles, and we strive
for a culture of empowerment.
4. We treat each other with respect. We embrace diverse
communities, cultures and points
of view. We understand how we differ and how we are similar.
5. We work together as one team. To collaborate well, we trust
each other and work
8. together towards shared goals because we know that this is how
we can offer our
customers the best service.
Last Name 9
Name:
Instructor:
Course:
Date:
Research and Journal: Wage Discrimination
Wage discrimination refers to the situation where an employer
pays a certain person or group of people less than another for
the substantially equal amount of work measure. In other words,
it involves compensations including salary, overtime pay, profit
ratios, insurance opportunities, all expenses, and benefits in
different measures for the same amount of work. Additionally,
discrimination in wage payment may also occur in situations
that a woman holds a unique position with her employer that
cannot be compared to another employee but receives less
payment than male counterparts due to sex wage discrimination
(Schieder and Elise 78). The Paycheck Fairness Act covers the
issue of wage discrimination based on sexual orientation.
Gladwell as well gives strategies on how to defy one’s
disadvantages and be able to register success. Shakespeare, on
the other hand gives the results of unlawful acquisition of
power.
In the year 2008, it was revealed that the average annual
earnings of women was 77.5% of men’s earnings (Schieder and
Elise 78). The Paycheck Fairness act was meant to provide
punishment for employers for retaliating against their
9. employees who share salary information. Besides, it puts the
weight of justification on employers as to some of the reasons
why a person is paid less and allows workers to sue their bosses
for punitive damages of wage discrimination. Another provision
that the bill covers is that it proposes to start training women in
strategies that may make them have the skills to negotiate their
wages better and strongly (Institute for Women's Policy
Research 36).
On the issue of wage discrimination based on gender, Clinton,
one of the presidential candidates In the United States, called
for the passage of the Paycheck Fairness Act other than
advocating for payment of family leaves. Clinton has also been
witnessed as a long proponent of gender equality in terms of
wage payments. She portrayed this proposition during her time
as a senator and she continues to call for the passage of the Act
times after her reign as a senator. She asserts that “failure to
ensure equal wages for women impacts families and the broad
economy” and additionally, she asserted that “that it’s the
whole state’s problem and not just a women’s problem”
(Leonhardt, 33).
Introduced in the year 2015, the paycheck fairness act was
established under the Fair Labor Standards Act of 1938. It is
also referred to as the Equal pay Act which was aimed at
revising remedies for, enforcement of, and exceptions to
prohibitions against sex discrimination in the award of wages
(Leonhardt, 33). It was specifically meant to provide more
effective solutions to victims of discrimination in salary
payments due to their sex orientation and other purposes. The
Paycheck Fairness Act revises the exceptions to the restriction
for a salary rate differential based on any other factor apart
from sexual orientation. It limits aspects to bonafide l evels for
instance education, training as well as experience. In summary,
the Act was part of the efforts to deal with the gender pay gap
in the country (Library of Congress 78).
Paycheck Fairness Act apart from strongly aiming to end wage
discrimination in workplaces, it states that the bona fide factor
10. defense can apply on terms such as when the employer
demonstrates the difference in payment is not derived from a
sex-based differential in compensation. In the constitution on
page 56, the act states that “any action brought to enforce the
prohibition against sex discrimination may be maintained as a
class action in which individuals may be joined as party
plaintiffs without their consent.” Wage discrimination should
also be job-related with respect to the position that is in
question. To achieve chances to defense, the employer must also
prove that wage discrimination is consistent with business
necessities. There are also cases where the defense cannot apply
such as the existence of an alternative employment practice that
would sufficiently serve the said business purpose without
having to resolve to the said wage differential practice. Defense
is also inapplicable in a situation where the employer has
intentionally refused to adopt or ignored the existence of the
alternative practice (Library of Congress 79).
To address the issue of discrimination in wage payment, the
Paycheck Fairness Act seeks to defend employees and enable
them to have their rights served commonly. As portrayed from
research articles, women happen to be the most targeted victims
of wage discrimination by being awarded 77.5% of men’s salary
as stated (Schieder and Elise 78). The bill additionally prevents
employers from retaliating against workers who forward
complaints of wage discrimination. It, therefore, seeks to not
only ensure that employees are awarded equally for matching
efforts but to also protect them from their employers in case
they realize their participation in giving the information
(Schieder and Elise 78). Employees who violate sex
discrimination in wages are made liable to civil action by the
bill for either compensatory or punitive charges, except for the
federal government. It additionally authorizes the United States
Secretary of Labor to seek compensatory or punitive damages in
a situation of sex discrimination of wage payment. The
Paycheck Fairness Act states that the concerned bodies should
take up the responsibility to train an affected individual on
11. matters involving wage discrimination (Schieder and Elise 78).
The United States constitution limits the power of the
government as well as employers to discriminate. The
constitution it was stated that it holds the truths to be self-
evident, that all men are created equal, that they are endowed by
their Creator with certain unalienable Rights, that among these
are Life, Liberty and the pursuit of Happiness.” (The U.S.
National Archives and Records Administration).The
amendments required that every person be considered as
deserving an equal chance as the other. It further states that
when governments become destructive people should insist on
abolishing them and achieving their own happiness, satisfaction
and equality. The constitution additionally states that
governments should laying the foundations on principles such as
giving the right to life, liberty, happiness, safety and mainly
equity.
Gladwell in his book, ‘David and Goliath: underdogs, misfits,
and the art of battling giants’, portrays giants as things that
people battle with as the things that come into their lives and
not literally just giants. Gladwell in Chapter seven of his book
gives the story of a young mother, Rosemary, who survived
during the struggles and problems in Northern Ireland between
the Catholics and Protestants. Ireland called on the British army
to protect the citizens but they turned on the Ireland forcing the
citizens to become disobedient (Leonhardt, 33) As a result of
the reigning brutality among the government, a revolution
arose. Unlike Rosemary’s situation, Joanne, head of city’s
Housing Bureau in Brownsville reveals that treating juveniles
with love makes them choose better behavior in life. He showed
that authoritative figures do not necessarily have to be the
enemy. Gladwell finalized his argument by portraying that
authority need to show respect to the people to establish
legitimacy (Gladwell, 67).
In chapter eight, Gladwell gives an example of Reynolds, who
lost his daughter to a shooting several years back. Reynolds
gives his experiences to a family that is a victim of losing a
12. daughter to murder and advises them not to take the road he
took of dwelling in pain and revenge as the consequences were
too much. “I Was taught that there was an alternative way to
deal with injustice,” Derksen asserted” I was taught it in
school….We were taught the history of persecution”. Gladwell
makes Wilma Derksen, the girl’s mother the focus of his article.
After being advised by Reynolds to be careful not to let her
daughter’s death get into her and mentally eat her alive.
Derksen asserted that she could have started her version of three
strikes like Reynolds but decided not to as she stated that “it
would have gotten harder. I think I would have lost Cliff, I
think I would have lost my children. I would be doing to others
what he did to Candace”. She resolves to despise focusing on
revenge which was said by Reynolds to cause a lot of pain to
the victim. Wilma chooses to forgive her daughter’s killer
where she chooses to forgive and forget (Gladwell, 60).
In this expression, a man employs the full power of the state in
his grief and ends up plugging his government into a
meaningless and costly situation. A woman who finds the
strength to forgive walks away from power and saves her
marriage and sanity. Gladwell’s lessons are valid in the field of
discrimination in that, it does not always have to be the hard
way that leads to success. Wage discrimination specifically does
not have to be the only way that employers make more profits
by paying their workers differently for equal efforts. It also
gives the discriminated people the advice that they do not have
to dwell on revenge against their oppressors as it can lead to
more chaos (Lewis, 111).
King Richard III is used by Shakespeare to illustrate the effects
of malicious, power-hunger and bitter filled character. After a
long civil war between the royal families of York and
Lancaster, England enjoys peace under King Edward IV.
Edward’s younger brother Richard, however, resents Edward’s
power and the happiness of people and decides to kill anyone to
become the king. Richard uses his intelligence of deception and
wins his campaign for the throne. He has several people
13. murdered in order to achieve the throne and puts one of the
murders on his brother King Edward to accelerate his illness
and death. He finally takes over the throne from his brother but
has the people fearing him for his reign of terror. When
Richmond, a descendant of the Lancaster family rises up to
challenge Richard, the people welcome and support him.
Richmond kills Richard and becomes the ruler of England as
Edward VII (Shakespeare, 57).
Shakespeare’s aim in this context was to show that authority
does not have to be gained the wrong way as there will always
be consequences. At a point in the book, Ann, Edwards’s
daughter is aware of Richard’s deceit and tells him “Foul devil,
for God’s sake, hence and trouble us not, for thou has made the
happy earth thy hell…... if though delight to view thy heinous
deeds.” In the view of wage discrimination, it is clear that it is
neither right nor safe for employers to discriminate and
underpay some of their employees as the repercussions will
always follow their actions. These repercussions come to them
in form of lawsuits, having to lose more money to compensation
of their workers when they go to court, etc. It is, therefore, a
moral from Shakespeare’s story about King Richard III that
people should acquire everything rightfully and fairly (Craig,
57).
In conclusion, from the scripts, it is clear that obtaining power
does not have to involve the concept if depriving other people
of their rightful place in the society. Additionally, grabbing
power and exploiting other people to gain power always has its
own effects as the people are likely to retaliate at some point in
an effort to gain their rights and freedoms in the society. It is
therefore advisable as implied by Shakespeare to ensure that
one does not forcefully get into power as the world is always
watching and will at some point repay for the bad deeds they
were exposed to. According to the statement of the constitution
as well, it is not right to treat people differently under any basis
as it is likely to result to unpleasant situations .This has as well
been backed by Gladwell’s narration in his book. Therefore,
14. Power and greed can be argued to be a disease in the modern
day society hence, it is important for a community to establish
ways that will ensure that each and every member of the society
is treated with the respect they deserve in the society.
Works Cited
Craig, William James. "The Tragedy of King Richard the Third
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king-richard-the-third.
Gladwell, Malcolm. David and Goliath: Underdogs, misfits and
the art of battling giants.
Penguin UK, 2013.
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Opportunity".
Hillaryclinton.Com, 2015,
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Equal Pay". MONEY.Com, 2016,
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National Women's Law Center,. "How The Paycheck Fairness
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Gender Pay Gap: How
Discrimination, Societal Norms, And Other Forces Affect
Women’s Occupational
Choices—And Their Pay". Economic Policy Institute, 2016,
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