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  • [Solved] Management Ted Talk

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    [>Management homework help](https://www.sweetstudy.com/fields/business-finance-management) Ted Talk Video Discussion Read Chapter 7 in Talk like Ted (Galo, 2014). Discuss how the Rule of Three can help with your mid-term presentation or future presentations and how these elements can foster/develop …

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    Assignment Prompt & Instructions

    [>Management homework help](https://www.sweetstudy.com/fields/business-finance-management)

    Ted Talk Video Discussion

    Read Chapter 7 in Talk like Ted (Galo, 2014). Discuss how the Rule of Three can help with your mid-term presentation or future presentations and how these elements can foster/develop your communication as leader/manager.

    The video should be no longer than 5 minutes

    When you post your video, be sure to cite your work under your post (APA format).

    – 2 years ago

  • [Solved] Hrlp

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    [>Management homework help](https://www.sweetstudy.com/fields/business-finance-management) Who Can help with an assignment in a hr – 2 years ago

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    – 2 years ago

  • [Solved] Question on Components for Dissertation.

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    Answer some questions on the dissertation. – 2 years ago **files (1)** – ## PrescribedDissertation.docx **## PrescribedDissertation.docx** Prescribed Dissertation /Mandatory Component **## PrescribedDissertation.docx** Prescribed Dissertation /Mandatory Component

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    Answer some questions on the dissertation.

    – 2 years ago

    **files (1)**

    – ## PrescribedDissertation.docx

    **## PrescribedDissertation.docx**

    Prescribed Dissertation /Mandatory Component

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  • [Solved] Practice global interconnectedness as it applies to your field of study.

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    [>Management homework help](https://www.sweetstudy.com/fields/business-finance-management) – 2 years ago **files (2)** – ## WEEK10ASSIGNMENT.docx – ## AustinGB600Unit10Template.pptx **## WEEK10ASSIGNMENT.docx** Practice global interconnectedness as it applies to your field of study. For this PowerPo…

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    [>Management homework help](https://www.sweetstudy.com/fields/business-finance-management)

    – 2 years ago

    **files (2)**

    – ## WEEK10ASSIGNMENT.docx

    – ## AustinGB600Unit10Template.pptx

    **## WEEK10ASSIGNMENT.docx**

    Practice global interconnectedness as it applies to your field of study.

    For this PowerPoint® assignment, you will present the skills and behaviors necessary to practice global interconnectedness in your field of study. Chapter 14 of the text (DuBrin, 2023) addresses the leadership challenges stemming from working in international and culturally diverse environments and how the modern leader must be multicultural because corporate success, profit, and growth depend increasingly on the management of a diverse workforce.

    In a PowerPoint presentation with a minimum of 12 slides, you will introduce a specific goal you have regarding global interconnectedness. Next, you will review Figure 14-1 of the text (DuBrin, 2023) and conduct additional research on the key dimensions of differences in cultural values then present how a leader can use this information to become more effective. You will also conduct research on cultural intelligence including cognitive, physical, and emotional and present how a leader can use this information to become more effective.

    Then, using the results of your assessments as well as your research on the key dimensions of differences in cultural values and cultural intelligence, you will analyze your current strengths and opportunities as a multicultural leader. Finally, based on your research and analysis, you will provide specific recommendations for steps you can take to achieve your goal regarding global interconnectedness and when you will begin implementation of each recommendation.

    **Checklist:**

    · Introduction section: Introduction to why it is important to be a multicultural leader and a specific goal you have regarding global interconnectedness.

    · Review Figure 14-1 of the text (DuBrin, 2023) and conduct additional research on the key dimensions of differences in cultural values. Present how a leader can use this information to become more effective.

    · Conduct research on cultural intelligence including cognitive, physical, and emotional. Present how a leader can use this information to become more effective.

    · Complete the Leadership Self-Assessment Quiz 14-1: The Charting Your Cultural Value Profile and Quiz 14-2: My Appreciation for Cultural Differences.

    · Briefly share what you learned from the assessments. Using your research on the key dimensions of differences in cultural values and cultural intelligence, analyze your current strengths and opportunities as a multicultural leader.

    · Based on your research and analysis, provide specific recommendations for steps you can take to achieve your goal regarding global interconnectedness and when you will begin implementation of each recommendation.

    · Provide a conclusion that inspires a call to action and seeks support for your recommendations.

    · Ensure substantive integration of appropriate, current, and reliable resources — including in-text citations throughout the notes with a corresponding item on the reference list. A minimum of two viable sources are required (no older than 3 years).

    · Presentation quality: Your presentation should be spell and grammar-checked and demonstrate correct mechanics and appropriate writing and presentation style. The use of a professional template, graphics, and SmartArt are necessary to make it visually appealing. Ensure each slide is streamlined and easily viewed in a large setting (i.e., 24 or 28-point font).

    **Order of presentation:**

    1. Title Slide (1 slide)

    2. Introduction (1 slide)

    3. Research and findings on key dimensions of differences in cultural values(2-3 slides)

    4. Research and findings on cultural intelligence (2-3 slides)

    5. Analysis your current strengths and opportunities as a multicultural leader (1-2 slides)

    6. Recommendations to achieve your goal regarding global interconnectedness (1 slide)

    7. Call to action (1 slide)

    8. Conclusion (1 slide)

    9. Thank you and contact information (1 slide)

    10. References/Final Slide (1 slide)

    **## AustinGB600Unit10Template.pptx**

    GB600 Leadership Strategies for a Changing World

    Unit 10 – Presentation to Increase Global Interconnectedness,;)

    Austin Tuoyo

    February 15, 2025

    15 February 2025

    1

    Purpose

    Importance of Multicultural Leader

    Goal to Increase Global Interconnetedness

    Introduce Global Interconnectedness

    Introduce the purpose of the presentation. Why are you creating the presentation?

    Explain the importance of being a multicultural leader in today’s work environment.

    Describe a goal to increase global interconnectedness. Make sure it is measurable so you can tell when it is achieved. Look for a time frame to complete by.

    Make sure you insert a page reference with the last name and year of publication within a sentence (Dubrin, 2023).

    15 February 2025

    2

    Purpose

    Importance of Multicultural Leader

    Goal to Increase Global Interconnetedness

    Introduce Global Interconnectedness (Cont’d)

    This is just in case you need a second slide to further answer these questions.

    Make sure you insert a page reference with the last name and year of publication within a sentence (Dubrin, 2023).

    15 February 2025

    3

    Differences in Cultural Values

    Ways Leader Uses Differences to be Effective

    Research Cultural Values and Cultural Intelligence

    From Figure 14-1 (Dubrin, 2023, p. 370), discuss and explore the dimensions of the differences in cultural values.

    Explain how a leader can use the differences in cultural values to be more effective. .

    15 February 2025

    4

    Examine Three (3) Factors of Cultural Intelligence:

    Cognitive

    Physical

    Emotional

    Ways a Leader Uses Cultural Intelligence

    Research Cultural Values and Cultural Intelligence (Cont’d)

    Describe the three (3) factors of cultural intelligence. Discuss each factor – cognitive, physical, and emotional.

    Describe ways a multicultural leader can use cultural intelligence to be more effective.

    15 February 2025

    5

    Results Quiz 14-1

    Results Quiz 14-2

    Strengths Multicultural Leader

    Analyze Cultural Values and Recommend Development Plan

    Share the results from taking Quiz 14-1 (Dubrin, 2023, p. 372).

    Share the results from taking Quiz 14-2 (Dubrin, 2023, p. 375).

    .

    Research cultural values and cultural intelligence to identify and describe your current strengths as a multicultural leader.

    15 February 2025

    6

    Opportunities Multicultural Leader

    Propose Recommended Steps

    Analyze Cultural Values and Recommend Development Plan (Cont’d)

    Research cultural values and cultural intelligence to identify and describe your current opportunities as a multicultural leader.

    Based on research in prior sections, propose steps to achieve the goal you identified in the Introduction to achieve global interconnectedness.

    Mention proposed time frames when implementation of proposed steps (of your Call to Action) plan might begin.

    15 February 2025

    7

    Summary of Each Section Completed

    Connect the Conclusion to the Introductory Goal

    Inspirational Call to Action Steps

    Summarize and Create a Call to Action Plan

    Provide a summary of each section completed. Start with reminding the audience of the purpose in completing the presentation. Next discuss the specific measurable global interconnectedness goal you identified in the Introduction. Explain why it was important to be a multicultural leader in today’s society. Next, summarize from Figure 14-1 (Dubrin, 2023, p. 370), the overall differences in cultural values. Talk about how a leader can use the differences to be more effective. Remind the audience about the three factors of cultural intelligence – cognitive, physical, and emotional. Summarize your results from Quiz 14-1 (Dubrin, 2023, p. 372) and Quiz 14-2 (p. 375). Briefly discuss the strengths and opportunities as a multicultural leader.

    Connect the goal of multicultural interconnectedness identified in the Introduction to the recommend call to action steps in the Conclusion. Provide inspirational call to action steps to support your recommended steps to achieve your goal. Make sure you discuss the steps and the time frames to complete the steps.

    15 February 2025

    8

    References

    Dubrin, A. J. (2023). Leadership: Research findings, practice, and skills (10th ed.). Cengage.

    References

    Remember, I need to see two reliable sources that are not older than three years.

    Use in-text citations in the Nots Section throughout this presentation (Dubrin, 2023, p. 231).

    15 February 2025

    9

    Thank You

    ## image1.png

    ## image2.png

    **## AustinGB600Unit10Template.pptx**

    GB600 Leadership Strategies for a Changing World

    Unit 10 – Presentation to Increase Global Interconnectedness,;)

    Austin Tuoyo

    February 15, 2025

    15 February 2025

    1

    Purpose

    Importance of Multicultural Leader

    Goal to Increase Global Interconnetedness

    Introduce Global Interconnectedness

    Introduce the purpose of the presentation. Why are you creating the presentation?

    Explain the importance of being a multicultural leader in today’s work environment.

    Describe a goal to increase global interconnectedness. Make sure it is measurable so you can tell when it is achieved. Look for a time frame to complete by.

    Make sure you insert a page reference with the last name and year of publication within a sentence (Dubrin, 2023).

    15 February 2025

    2

    Purpose

    Importance of Multicultural Leader

    Goal to Increase Global Interconnetedness

    Introduce Global Interconnectedness (Cont’d)

    This is just in case you need a second slide to further answer these questions.

    Make sure you insert a page reference with the last name and year of publication within a sentence (Dubrin, 2023).

    15 February 2025

    3

    Differences in Cultural Values

    Ways Leader Uses Differences to be Effective

    Research Cultural Values and Cultural Intelligence

    From Figure 14-1 (Dubrin, 2023, p. 370), discuss and explore the dimensions of the differences in cultural values.

    Explain how a leader can use the differences in cultural values to be more effective. .

    15 February 2025

    4

    Examine Three (3) Factors of Cultural Intelligence:

    Cognitive

    Physical

    Emotional

    Ways a Leader Uses Cultural Intelligence

    Research Cultural Values and Cultural Intelligence (Cont’d)

    Describe the three (3) factors of cultural intelligence. Discuss each factor – cognitive, physical, and emotional.

    Describe ways a multicultural leader can use cultural intelligence to be more effective.

    15 February 2025

    5

    Results Quiz 14-1

    Results Quiz 14-2

    Strengths Multicultural Leader

    Analyze Cultural Values and Recommend Development Plan

    Share the results from taking Quiz 14-1 (Dubrin, 2023, p. 372).

    Share the results from taking Quiz 14-2 (Dubrin, 2023, p. 375).

    .

    Research cultural values and cultural intelligence to identify and describe your current strengths as a multicultural leader.

    15 February 2025

    6

    Opportunities Multicultural Leader

    Propose Recommended Steps

    Analyze Cultural Values and Recommend Development Plan (Cont’d)

    Research cultural values and cultural intelligence to identify and describe your current opportunities as a multicultural leader.

    Based on research in prior sections, propose steps to achieve the goal you identified in the Introduction to achieve global interconnectedness.

    Mention proposed time frames when implementation of proposed steps (of your Call to Action) plan might begin.

    15 February 2025

    7

    Summary of Each Section Completed

    Connect the Conclusion to the Introductory Goal

    Inspirational Call to Action Steps

    Summarize and Create a Call to Action Plan

    Provide a summary of each section completed. Start with reminding the audience of the purpose in completing the presentation. Next discuss the specific measurable global interconnectedness goal you identified in the Introduction. Explain why it was important to be a multicultural leader in today’s society. Next, summarize from Figure 14-1 (Dubrin, 2023, p. 370), the overall differences in cultural values. Talk about how a leader can use the differences to be more effective. Remind the audience about the three factors of cultural intelligence – cognitive, physical, and emotional. Summarize your results from Quiz 14-1 (Dubrin, 2023, p. 372) and Quiz 14-2 (p. 375). Briefly discuss the strengths and opportunities as a multicultural leader.

    Connect the goal of multicultural interconnectedness identified in the Introduction to the recommend call to action steps in the Conclusion. Provide inspirational call to action steps to support your recommended steps to achieve your goal. Make sure you discuss the steps and the time frames to complete the steps.

    15 February 2025

    8

    References

    Dubrin, A. J. (2023). Leadership: Research findings, practice, and skills (10th ed.). Cengage.

    References

    Remember, I need to see two reliable sources that are not older than three years.

    Use in-text citations in the Nots Section throughout this presentation (Dubrin, 2023, p. 231).

    15 February 2025

    9

    Thank You

    ## image1.png

    ## image2.png

    **## WEEK10ASSIGNMENT.docx**

    Practice global interconnectedness as it applies to your field of study.

    For this PowerPoint® assignment, you will present the skills and behaviors necessary to practice global interconnectedness in your field of study. Chapter 14 of the text (DuBrin, 2023) addresses the leadership challenges stemming from working in international and culturally diverse environments and how the modern leader must be multicultural because corporate success, profit, and growth depend increasingly on the management of a diverse workforce.

    In a PowerPoint presentation with a minimum of 12 slides, you will introduce a specific goal you have regarding global interconnectedness. Next, you will review Figure 14-1 of the text (DuBrin, 2023) and conduct additional research on the key dimensions of differences in cultural values then present how a leader can use this information to become more effective. You will also conduct research on cultural intelligence including cognitive, physical, and emotional and present how a leader can use this information to become more effective.

    Then, using the results of your assessments as well as your research on the key dimensions of differences in cultural values and cultural intelligence, you will analyze your current strengths and opportunities as a multicultural leader. Finally, based on your research and analysis, you will provide specific recommendations for steps you can take to achieve your goal regarding global interconnectedness and when you will begin implementation of each recommendation.

    **Checklist:**

    · Introduction section: Introduction to why it is important to be a multicultural leader and a specific goal you have regarding global interconnectedness.

    · Review Figure 14-1 of the text (DuBrin, 2023) and conduct additional research on the key dimensions of differences in cultural values. Present how a leader can use this information to become more effective.

    · Conduct research on cultural intelligence including cognitive, physical, and emotional. Present how a leader can use this information to become more effective.

    · Complete the Leadership Self-Assessment Quiz 14-1: The Charting Your Cultural Value Profile and Quiz 14-2: My Appreciation for Cultural Differences.

    · Briefly share what you learned from the assessments. Using your research on the key dimensions of differences in cultural values and cultural intelligence, analyze your current strengths and opportunities as a multicultural leader.

    · Based on your research and analysis, provide specific recommendations for steps you can take to achieve your goal regarding global interconnectedness and when you will begin implementation of each recommendation.

    · Provide a conclusion that inspires a call to action and seeks support for your recommendations.

    · Ensure substantive integration of appropriate, current, and reliable resources — including in-text citations throughout the notes with a corresponding item on the reference list. A minimum of two viable sources are required (no older than 3 years).

    · Presentation quality: Your presentation should be spell and grammar-checked and demonstrate correct mechanics and appropriate writing and presentation style. The use of a professional template, graphics, and SmartArt are necessary to make it visually appealing. Ensure each slide is streamlined and easily viewed in a large setting (i.e., 24 or 28-point font).

    **Order of presentation:**

    1. Title Slide (1 slide)

    2. Introduction (1 slide)

    3. Research and findings on key dimensions of differences in cultural values(2-3 slides)

    4. Research and findings on cultural intelligence (2-3 slides)

    5. Analysis your current strengths and opportunities as a multicultural leader (1-2 slides)

    6. Recommendations to achieve your goal regarding global interconnectedness (1 slide)

    7. Call to action (1 slide)

    8. Conclusion (1 slide)

    9. Thank you and contact information (1 slide)

    10. References/Final Slide (1 slide)

    **## AustinGB600Unit10Template.pptx**

    GB600 Leadership Strategies for a Changing World

    Unit 10 – Presentation to Increase Global Interconnectedness,;)

    Austin Tuoyo

    February 15, 2025

    15 February 2025

    1

    Purpose

    Importance of Multicultural Leader

    Goal to Increase Global Interconnetedness

    Introduce Global Interconnectedness

    Introduce the purpose of the presentation. Why are you creating the presentation?

    Explain the importance of being a multicultural leader in today’s work environment.

    Describe a goal to increase global interconnectedness. Make sure it is measurable so you can tell when it is achieved. Look for a time frame to complete by.

    Make sure you insert a page reference with the last name and year of publication within a sentence (Dubrin, 2023).

    15 February 2025

    2

    Purpose

    Importance of Multicultural Leader

    Goal to Increase Global Interconnetedness

    Introduce Global Interconnectedness (Cont’d)

    This is just in case you need a second slide to further answer these questions.

    Make sure you insert a page reference with the last name and year of publication within a sentence (Dubrin, 2023).

    15 February 2025

    3

    Differences in Cultural Values

    Ways Leader Uses Differences to be Effective

    Research Cultural Values and Cultural Intelligence

    From Figure 14-1 (Dubrin, 2023, p. 370), discuss and explore the dimensions of the differences in cultural values.

    Explain how a leader can use the differences in cultural values to be more effective. .

    15 February 2025

    4

    Examine Three (3) Factors of Cultural Intelligence:

    Cognitive

    Physical

    Emotional

    Ways a Leader Uses Cultural Intelligence

    Research Cultural Values and Cultural Intelligence (Cont’d)

    Describe the three (3) factors of cultural intelligence. Discuss each factor – cognitive, physical, and emotional.

    Describe ways a multicultural leader can use cultural intelligence to be more effective.

    15 February 2025

    5

    Results Quiz 14-1

    Results Quiz 14-2

    Strengths Multicultural Leader

    Analyze Cultural Values and Recommend Development Plan

    Share the results from taking Quiz 14-1 (Dubrin, 2023, p. 372).

    Share the results from taking Quiz 14-2 (Dubrin, 2023, p. 375).

    .

    Research cultural values and cultural intelligence to identify and describe your current strengths as a multicultural leader.

    15 February 2025

    6

    Opportunities Multicultural Leader

    Propose Recommended Steps

    Analyze Cultural Values and Recommend Development Plan (Cont’d)

    Research cultural values and cultural intelligence to identify and describe your current opportunities as a multicultural leader.

    Based on research in prior sections, propose steps to achieve the goal you identified in the Introduction to achieve global interconnectedness.

    Mention proposed time frames when implementation of proposed steps (of your Call to Action) plan might begin.

    15 February 2025

    7

    Summary of Each Section Completed

    Connect the Conclusion to the Introductory Goal

    Inspirational Call to Action Steps

    Summarize and Create a Call to Action Plan

    Provide a summary of each section completed. Start with reminding the audience of the purpose in completing the presentation. Next discuss the specific measurable global interconnectedness goal you identified in the Introduction. Explain why it was important to be a multicultural leader in today’s society. Next, summarize from Figure 14-1 (Dubrin, 2023, p. 370), the overall differences in cultural values. Talk about how a leader can use the differences to be more effective. Remind the audience about the three factors of cultural intelligence – cognitive, physical, and emotional. Summarize your results from Quiz 14-1 (Dubrin, 2023, p. 372) and Quiz 14-2 (p. 375). Briefly discuss the strengths and opportunities as a multicultural leader.

    Connect the goal of multicultural interconnectedness identified in the Introduction to the recommend call to action steps in the Conclusion. Provide inspirational call to action steps to support your recommended steps to achieve your goal. Make sure you discuss the steps and the time frames to complete the steps.

    15 February 2025

    8

    References

    Dubrin, A. J. (2023). Leadership: Research findings, practice, and skills (10th ed.). Cengage.

    References

    Remember, I need to see two reliable sources that are not older than three years.

    Use in-text citations in the Nots Section throughout this presentation (Dubrin, 2023, p. 231).

    15 February 2025

    9

    Thank You

    ## image1.png

    ## image2.png

    **## WEEK10ASSIGNMENT.docx**

    Practice global interconnectedness as it applies to your field of study.

    For this PowerPoint® assignment, you will present the skills and behaviors necessary to practice global interconnectedness in your field of study. Chapter 14 of the text (DuBrin, 2023) addresses the leadership challenges stemming from working in international and culturally diverse environments and how the modern leader must be multicultural because corporate success, profit, and growth depend increasingly on the management of a diverse workforce.

    In a PowerPoint presentation with a minimum of 12 slides, you will introduce a specific goal you have regarding global interconnectedness. Next, you will review Figure 14-1 of the text (DuBrin, 2023) and conduct additional research on the key dimensions of differences in cultural values then present how a leader can use this information to become more effective. You will also conduct research on cultural intelligence including cognitive, physical, and emotional and present how a leader can use this information to become more effective.

    Then, using the results of your assessments as well as your research on the key dimensions of differences in cultural values and cultural intelligence, you will analyze your current strengths and opportunities as a multicultural leader. Finally, based on your research and analysis, you will provide specific recommendations for steps you can take to achieve your goal regarding global interconnectedness and when you will begin implementation of each recommendation.

    **Checklist:**

    · Introduction section: Introduction to why it is important to be a multicultural leader and a specific goal you have regarding global interconnectedness.

    · Review Figure 14-1 of the text (DuBrin, 2023) and conduct additional research on the key dimensions of differences in cultural values. Present how a leader can use this information to become more effective.

    · Conduct research on cultural intelligence including cognitive, physical, and emotional. Present how a leader can use this information to become more effective.

    · Complete the Leadership Self-Assessment Quiz 14-1: The Charting Your Cultural Value Profile and Quiz 14-2: My Appreciation for Cultural Differences.

    · Briefly share what you learned from the assessments. Using your research on the key dimensions of differences in cultural values and cultural intelligence, analyze your current strengths and opportunities as a multicultural leader.

    · Based on your research and analysis, provide specific recommendations for steps you can take to achieve your goal regarding global interconnectedness and when you will begin implementation of each recommendation.

    · Provide a conclusion that inspires a call to action and seeks support for your recommendations.

    · Ensure substantive integration of appropriate, current, and reliable resources — including in-text citations throughout the notes with a corresponding item on the reference list. A minimum of two viable sources are required (no older than 3 years).

    · Presentation quality: Your presentation should be spell and grammar-checked and demonstrate correct mechanics and appropriate writing and presentation style. The use of a professional template, graphics, and SmartArt are necessary to make it visually appealing. Ensure each slide is streamlined and easily viewed in a large setting (i.e., 24 or 28-point font).

    **Order of presentation:**

    1. Title Slide (1 slide)

    2. Introduction (1 slide)

    3. Research and findings on key dimensions of differences in cultural values(2-3 slides)

    4. Research and findings on cultural intelligence (2-3 slides)

    5. Analysis your current strengths and opportunities as a multicultural leader (1-2 slides)

    6. Recommendations to achieve your goal regarding global interconnectedness (1 slide)

    7. Call to action (1 slide)

    8. Conclusion (1 slide)

    9. Thank you and contact information (1 slide)

    10. References/Final Slide (1 slide)

    **## AustinGB600Unit10Template.pptx**

    GB600 Leadership Strategies for a Changing World

    Unit 10 – Presentation to Increase Global Interconnectedness,;)

    Austin Tuoyo

    February 15, 2025

    15 February 2025

    1

    Purpose

    Importance of Multicultural Leader

    Goal to Increase Global Interconnetedness

    Introduce Global Interconnectedness

    Introduce the purpose of the presentation. Why are you creating the presentation?

    Explain the importance of being a multicultural leader in today’s work environment.

    Describe a goal to increase global interconnectedness. Make sure it is measurable so you can tell when it is achieved. Look for a time frame to complete by.

    Make sure you insert a page reference with the last name and year of publication within a sentence (Dubrin, 2023).

    15 February 2025

    2

    Purpose

    Importance of Multicultural Leader

    Goal to Increase Global Interconnetedness

    Introduce Global Interconnectedness (Cont’d)

    This is just in case you need a second slide to further answer these questions.

    Make sure you insert a page reference with the last name and year of publication within a sentence (Dubrin, 2023).

    15 February 2025

    3

    Differences in Cultural Values

    Ways Leader Uses Differences to be Effective

    Research Cultural Values and Cultural Intelligence

    From Figure 14-1 (Dubrin, 2023, p. 370), discuss and explore the dimensions of the differences in cultural values.

    Explain how a leader can use the differences in cultural values to be more effective. .

    15 February 2025

    4

    Examine Three (3) Factors of Cultural Intelligence:

    Cognitive

    Physical

    Emotional

    Ways a Leader Uses Cultural Intelligence

    Research Cultural Values and Cultural Intelligence (Cont’d)

    Describe the three (3) factors of cultural intelligence. Discuss each factor – cognitive, physical, and emotional.

    Describe ways a multicultural leader can use cultural intelligence to be more effective.

    15 February 2025

    5

    Results Quiz 14-1

    Results Quiz 14-2

    Strengths Multicultural Leader

    Analyze Cultural Values and Recommend Development Plan

    Share the results from taking Quiz 14-1 (Dubrin, 2023, p. 372).

    Share the results from taking Quiz 14-2 (Dubrin, 2023, p. 375).

    .

    Research cultural values and cultural intelligence to identify and describe your current strengths as a multicultural leader.

    15 February 2025

    6

    Opportunities Multicultural Leader

    Propose Recommended Steps

    Analyze Cultural Values and Recommend Development Plan (Cont’d)

    Research cultural values and cultural intelligence to identify and describe your current opportunities as a multicultural leader.

    Based on research in prior sections, propose steps to achieve the goal you identified in the Introduction to achieve global interconnectedness.

    Mention proposed time frames when implementation of proposed steps (of your Call to Action) plan might begin.

    15 February 2025

    7

    Summary of Each Section Completed

    Connect the Conclusion to the Introductory Goal

    Inspirational Call to Action Steps

    Summarize and Create a Call to Action Plan

    Provide a summary of each section completed. Start with reminding the audience of the purpose in completing the presentation. Next discuss the specific measurable global interconnectedness goal you identified in the Introduction. Explain why it was important to be a multicultural leader in today’s society. Next, summarize from Figure 14-1 (Dubrin, 2023, p. 370), the overall differences in cultural values. Talk about how a leader can use the differences to be more effective. Remind the audience about the three factors of cultural intelligence – cognitive, physical, and emotional. Summarize your results from Quiz 14-1 (Dubrin, 2023, p. 372) and Quiz 14-2 (p. 375). Briefly discuss the strengths and opportunities as a multicultural leader.

    Connect the goal of multicultural interconnectedness identified in the Introduction to the recommend call to action steps in the Conclusion. Provide inspirational call to action steps to support your recommended steps to achieve your goal. Make sure you discuss the steps and the time frames to complete the steps.

    15 February 2025

    8

    References

    Dubrin, A. J. (2023). Leadership: Research findings, practice, and skills (10th ed.). Cengage.

    References

    Remember, I need to see two reliable sources that are not older than three years.

    Use in-text citations in the Nots Section throughout this presentation (Dubrin, 2023, p. 231).

    15 February 2025

    9

    Thank You

    ## image1.png

    ## image2.png

  • [Solved] Oil DB

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    [>Marketing homework help](https://www.sweetstudy.com/fields/business-finance-marketing) – 2 years ago **files (1)** – Module4DBogl520.docx **Module4DBogl520.docx** This file is too large to display. [View in new window](https://www.sweetstudy.com/files/module4dbogl520-docx-10194295) **Module4DBogl5…

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    [>Marketing homework help](https://www.sweetstudy.com/fields/business-finance-marketing)

    – 2 years ago

    **files (1)**

    – Module4DBogl520.docx

    **Module4DBogl520.docx**

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    [>Financial markets homework help](https://www.sweetstudy.com/fields/business-finance-financial-markets) – 2 years ago **files (2)** – ## ModuleFourCriticalThinkingPrompts.docx – ## Module4CriticalThinkingApplication.docx **## ModuleFourCriticalThinkingPrompts.docx** **Module Four Critical Thinking …

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    [>Financial markets homework help](https://www.sweetstudy.com/fields/business-finance-financial-markets)

    – 2 years ago

    **files (2)**

    – ## ModuleFourCriticalThinkingPrompts.docx

    – ## Module4CriticalThinkingApplication.docx

    **## ModuleFourCriticalThinkingPrompts.docx**

    **Module Four Critical Thinking & Application Prompts**

    (Three Prompts)

    **Prompt 1:**
    Based on the series of studies you read about in Influence: Science and Practice (Chapter 5) regarding the creation and reduction of hostility between groups at boy’s summer camps – after hostility was generated, which procedures successfully reduced the hostility? Which were unsuccessful? What project leadership strategies can you glean from these experiments that would be useful in the contemporary workplace?

    **Prompt 2:** What role do you think similarities among team members play in the successes or failures of work teams? If a fellow team member were to change his or her mind on some of issue on which your views agree, do you think it would affect your relationship and your feelings for that person? If so, what kinds of issues would have the greatest impact on your relationship? If a fellow team member’s attitudes are somewhat or highly dissimilar to your own, what other characteristics of your relationship do you think might compensate for this fact? Finally, as a hiring manager, what are the pros and cons of using your sense of "liking" or perceived similarities with interviewees as key factors in your decision to hire someone for a new position in your organization?

    **Prompt 3:**(This will take a little advance planning.)
    Consider a specific colleague (who you see regularly) who you would like to connect with in a more effective and meaningful way. Sketch out a plan for how you will accomplish that goal this week, employing strategies associated with the two criteria mentioned below. Execute your plan and report on your results.
    First, using the factors discussed in the Module 4 textbook chapters, describe some strategies you might use to accomplish your goal.
    Second, how might your understanding of the Big 5 personality model help you meet this goal more effectively? Comment on your colleague's observable personality traits (using the Big 5 dimensions) and how the notion of "style flexing" might be applied in this case to help facilitate the achievement of your goal.

    **## Module4CriticalThinkingApplication.docx**

    **Module 4: Critical Thinking & Application Prompts (Sp25)**

    ·
    **Due** Feb 16 at 11:59pm

    ·
    **Points** 50

    ·
    **Questions** 3

    **Instructions**

    **Instructions for Critical Thinking & Application Prompts:**

    Each week, you will be presented with a series of critical thinking and application prompts.

    You will be directed to the applicable set of prompts by clicking the "Take the Quiz" button below.  Prior to starting this assignment, be sure you have carefully reviewed all of the content referenced on the Learning Materials page (and any other pages associated with the module).

    Each prompt is generally worthy of at least 250 words (2 – 3 well-written paragraphs) in response.  Be sure to connect with
    **_(and informally cite in-text)_** the applicable readings / videos from the module's learning materials.

    **_A note on in-text citing and connecting with the learning materials:_**  As a graduate student in a Master of Science degree program, it's
    _very important_ that you offer perspectives and arguments that are grounded in theory and the scientific literature –
    _NOT personal opinion or anecdotal evidence._ I don't want a works-cited page, but I do want you to
    _clearly cite_ your sources in-text for the various connections you'll be making between the learning materials and your application thereof.  For example, one might write,
    _"While I marveled at the uncanny ability of the psychic to tap into my true personality, the Barnum Effect (Aronson, Chapter 2) could have well explained my feelings…"_ Be sure to use these informal in-text citations to make your arguments and support your perspectives.

    **_ProTip:_** _You may want to copy the essay questions into a Word doc (or similar), and compose your responses to the worksheet prompts offline.  Then you can return to the quiz submission page to "copy and paste" your previously composed responses into the text box associated with each of the prompts.  Once you have done that, you can click the "Submit the Quiz" button near the bottom of the screen in order to submit your essay questions for grading._ **The**
    **_Critical Thinking & Application_ essay-based quizzes are set to "single attempt" which means you cannot return to the quiz page to make revisions – so please keep that in mind and only "submit" your quiz when you are satisfied with your work!**

    **## Module4CriticalThinkingApplication.docx**

    **Module 4: Critical Thinking & Application Prompts (Sp25)**

    ·
    **Due** Feb 16 at 11:59pm

    ·
    **Points** 50

    ·
    **Questions** 3

    **Instructions**

    **Instructions for Critical Thinking & Application Prompts:**

    Each week, you will be presented with a series of critical thinking and application prompts.

    You will be directed to the applicable set of prompts by clicking the "Take the Quiz" button below.  Prior to starting this assignment, be sure you have carefully reviewed all of the content referenced on the Learning Materials page (and any other pages associated with the module).

    Each prompt is generally worthy of at least 250 words (2 – 3 well-written paragraphs) in response.  Be sure to connect with
    **_(and informally cite in-text)_** the applicable readings / videos from the module's learning materials.

    **_A note on in-text citing and connecting with the learning materials:_**  As a graduate student in a Master of Science degree program, it's
    _very important_ that you offer perspectives and arguments that are grounded in theory and the scientific literature –
    _NOT personal opinion or anecdotal evidence._ I don't want a works-cited page, but I do want you to
    _clearly cite_ your sources in-text for the various connections you'll be making between the learning materials and your application thereof.  For example, one might write,
    _"While I marveled at the uncanny ability of the psychic to tap into my true personality, the Barnum Effect (Aronson, Chapter 2) could have well explained my feelings…"_ Be sure to use these informal in-text citations to make your arguments and support your perspectives.

    **_ProTip:_** _You may want to copy the essay questions into a Word doc (or similar), and compose your responses to the worksheet prompts offline.  Then you can return to the quiz submission page to "copy and paste" your previously composed responses into the text box associated with each of the prompts.  Once you have done that, you can click the "Submit the Quiz" button near the bottom of the screen in order to submit your essay questions for grading._ **The**
    **_Critical Thinking & Application_ essay-based quizzes are set to "single attempt" which means you cannot return to the quiz page to make revisions – so please keep that in mind and only "submit" your quiz when you are satisfied with your work!**

    **## ModuleFourCriticalThinkingPrompts.docx**

    **Module Four Critical Thinking & Application Prompts**

    (Three Prompts)

    **Prompt 1:**
    Based on the series of studies you read about in Influence: Science and Practice (Chapter 5) regarding the creation and reduction of hostility between groups at boy’s summer camps – after hostility was generated, which procedures successfully reduced the hostility? Which were unsuccessful? What project leadership strategies can you glean from these experiments that would be useful in the contemporary workplace?

    **Prompt 2:** What role do you think similarities among team members play in the successes or failures of work teams? If a fellow team member were to change his or her mind on some of issue on which your views agree, do you think it would affect your relationship and your feelings for that person? If so, what kinds of issues would have the greatest impact on your relationship? If a fellow team member’s attitudes are somewhat or highly dissimilar to your own, what other characteristics of your relationship do you think might compensate for this fact? Finally, as a hiring manager, what are the pros and cons of using your sense of "liking" or perceived similarities with interviewees as key factors in your decision to hire someone for a new position in your organization?

    **Prompt 3:**(This will take a little advance planning.)
    Consider a specific colleague (who you see regularly) who you would like to connect with in a more effective and meaningful way. Sketch out a plan for how you will accomplish that goal this week, employing strategies associated with the two criteria mentioned below. Execute your plan and report on your results.
    First, using the factors discussed in the Module 4 textbook chapters, describe some strategies you might use to accomplish your goal.
    Second, how might your understanding of the Big 5 personality model help you meet this goal more effectively? Comment on your colleague's observable personality traits (using the Big 5 dimensions) and how the notion of "style flexing" might be applied in this case to help facilitate the achievement of your goal.

    **## Module4CriticalThinkingApplication.docx**

    **Module 4: Critical Thinking & Application Prompts (Sp25)**

    ·
    **Due** Feb 16 at 11:59pm

    ·
    **Points** 50

    ·
    **Questions** 3

    **Instructions**

    **Instructions for Critical Thinking & Application Prompts:**

    Each week, you will be presented with a series of critical thinking and application prompts.

    You will be directed to the applicable set of prompts by clicking the "Take the Quiz" button below.  Prior to starting this assignment, be sure you have carefully reviewed all of the content referenced on the Learning Materials page (and any other pages associated with the module).

    Each prompt is generally worthy of at least 250 words (2 – 3 well-written paragraphs) in response.  Be sure to connect with
    **_(and informally cite in-text)_** the applicable readings / videos from the module's learning materials.

    **_A note on in-text citing and connecting with the learning materials:_**  As a graduate student in a Master of Science degree program, it's
    _very important_ that you offer perspectives and arguments that are grounded in theory and the scientific literature –
    _NOT personal opinion or anecdotal evidence._ I don't want a works-cited page, but I do want you to
    _clearly cite_ your sources in-text for the various connections you'll be making between the learning materials and your application thereof.  For example, one might write,
    _"While I marveled at the uncanny ability of the psychic to tap into my true personality, the Barnum Effect (Aronson, Chapter 2) could have well explained my feelings…"_ Be sure to use these informal in-text citations to make your arguments and support your perspectives.

    **_ProTip:_** _You may want to copy the essay questions into a Word doc (or similar), and compose your responses to the worksheet prompts offline.  Then you can return to the quiz submission page to "copy and paste" your previously composed responses into the text box associated with each of the prompts.  Once you have done that, you can click the "Submit the Quiz" button near the bottom of the screen in order to submit your essay questions for grading._ **The**
    **_Critical Thinking & Application_ essay-based quizzes are set to "single attempt" which means you cannot return to the quiz page to make revisions – so please keep that in mind and only "submit" your quiz when you are satisfied with your work!**

    **## ModuleFourCriticalThinkingPrompts.docx**

    **Module Four Critical Thinking & Application Prompts**

    (Three Prompts)

    **Prompt 1:**
    Based on the series of studies you read about in Influence: Science and Practice (Chapter 5) regarding the creation and reduction of hostility between groups at boy’s summer camps – after hostility was generated, which procedures successfully reduced the hostility? Which were unsuccessful? What project leadership strategies can you glean from these experiments that would be useful in the contemporary workplace?

    **Prompt 2:** What role do you think similarities among team members play in the successes or failures of work teams? If a fellow team member were to change his or her mind on some of issue on which your views agree, do you think it would affect your relationship and your feelings for that person? If so, what kinds of issues would have the greatest impact on your relationship? If a fellow team member’s attitudes are somewhat or highly dissimilar to your own, what other characteristics of your relationship do you think might compensate for this fact? Finally, as a hiring manager, what are the pros and cons of using your sense of "liking" or perceived similarities with interviewees as key factors in your decision to hire someone for a new position in your organization?

    **Prompt 3:**(This will take a little advance planning.)
    Consider a specific colleague (who you see regularly) who you would like to connect with in a more effective and meaningful way. Sketch out a plan for how you will accomplish that goal this week, employing strategies associated with the two criteria mentioned below. Execute your plan and report on your results.
    First, using the factors discussed in the Module 4 textbook chapters, describe some strategies you might use to accomplish your goal.
    Second, how might your understanding of the Big 5 personality model help you meet this goal more effectively? Comment on your colleague's observable personality traits (using the Big 5 dimensions) and how the notion of "style flexing" might be applied in this case to help facilitate the achievement of your goal.

    **## Module4CriticalThinkingApplication.docx**

    **Module 4: Critical Thinking & Application Prompts (Sp25)**

    ·
    **Due** Feb 16 at 11:59pm

    ·
    **Points** 50

    ·
    **Questions** 3

    **Instructions**

    **Instructions for Critical Thinking & Application Prompts:**

    Each week, you will be presented with a series of critical thinking and application prompts.

    You will be directed to the applicable set of prompts by clicking the "Take the Quiz" button below.  Prior to starting this assignment, be sure you have carefully reviewed all of the content referenced on the Learning Materials page (and any other pages associated with the module).

    Each prompt is generally worthy of at least 250 words (2 – 3 well-written paragraphs) in response.  Be sure to connect with
    **_(and informally cite in-text)_** the applicable readings / videos from the module's learning materials.

    **_A note on in-text citing and connecting with the learning materials:_**  As a graduate student in a Master of Science degree program, it's
    _very important_ that you offer perspectives and arguments that are grounded in theory and the scientific literature –
    _NOT personal opinion or anecdotal evidence._ I don't want a works-cited page, but I do want you to
    _clearly cite_ your sources in-text for the various connections you'll be making between the learning materials and your application thereof.  For example, one might write,
    _"While I marveled at the uncanny ability of the psychic to tap into my true personality, the Barnum Effect (Aronson, Chapter 2) could have well explained my feelings…"_ Be sure to use these informal in-text citations to make your arguments and support your perspectives.

    **_ProTip:_** _You may want to copy the essay questions into a Word doc (or similar), and compose your responses to the worksheet prompts offline.  Then you can return to the quiz submission page to "copy and paste" your previously composed responses into the text box associated with each of the prompts.  Once you have done that, you can click the "Submit the Quiz" button near the bottom of the screen in order to submit your essay questions for grading._ **The**
    **_Critical Thinking & Application_ essay-based quizzes are set to "single attempt" which means you cannot return to the quiz page to make revisions – so please keep that in mind and only "submit" your quiz when you are satisfied with your work!**

  • [Solved] week 7 tasks

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    [>Economics homework help](https://www.sweetstudy.com/fields/business-finance-economics) pfa – 2 years ago **files (1)** – ## WEEK7TASKS.docx **## WEEK7TASKS.docx** TASK 1: At least 450+ words provide a graduate-level response to each of the following questions: 1. **As a project manager, what are …

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    [>Economics homework help](https://www.sweetstudy.com/fields/business-finance-economics)

    pfa

    – 2 years ago

    **files (1)**

    – ## WEEK7TASKS.docx

    **## WEEK7TASKS.docx**

    TASK 1: At least 450+ words

    provide a graduate-level response to each of the following questions:

    1.
    **As a project manager, what are your strengths and opportunities for improvement?**

    **Additional INFO**

    **Assigned Readings:**

    Chapter 4 – Project Team Members

    **TASK 2: At least 3 pages: APA format**

    **QUESTIONS**

    **QUESTIONS**

    1.
    **What do you think most likely happened next?**

    2.
    **What could Eddie do next if Gary refused to sign the documents?**

    3.
    **Considering the complexities of stakeholder conflicts, what alternative approaches could Eddie explore to address the challenges in prioritizing and scheduling activities within the engineering research laboratory?**

    4.
    **In light of the ongoing conflicts and Gary's reluctance to intervene, what long-term strategies could Eddie implement to foster a culture of collaboration and stakeholder respect within the organizational structure, ensuring smoother project management in the future?**

    5.
    **How can Eddie proactively mitigate resistance from department managers and build alliances with key stakeholders to ensure a more cooperative approach in aligning priorities and schedules within the new facility?**

    **Requirements:**

    · Addresses each of the 5 components outlined above.

    · Use of proper APA formatting and citations. If supporting evidence from outside resources is used those must be properly cited. A minimum of 3 – 5 sources (excluding the course textbook) from scholarly articles or business periodicals is required.

    · Include your best critical thinking and analysis to arrive at your justification.

    **USEFUL INFO FOR THE ABOVE 5 POINTS: TEXTBOOK THEORY**

    **CONFLICT MANAGEMENT**

    Conflicts can occur anywhere in the project and with anyone. Some conflicts are severe while others are easily solvable. In the past, project managers avoided conflicts when possible. Today, we believe that conflicts can produce beneficial results if the conflicts are managed correctly.

    There are numerous methods available to project managers for the resolution of conflicts. The methods selected may vary depending on the severity of the conflict, the person with whom the conflict exists and his/her level of authority, the life‐cycle phase of the project, the priority of the project, and the relative importance of the project as seen by senior management.

    **Facilities Scheduling at Mayer Manufacturing**

    Eddie Turner was elated with the good news that he was being promoted to section supervisor in charge of scheduling all activities in the new engineering research laboratory. The new laboratory was a necessity for Mayer Manufacturing. The engineering, manufacturing, and quality control directorates were all in desperate need of a new testing facility. Upper‐level management felt that this new facility would alleviate many of the problems that previously existed.

    The new organizational structure (as shown in Figure I) required a change in policy over use of the laboratory. The new section supervisor, on approval from his department manager, would have full authority for establishing priorities for the use of the new facility. The new policy change was a necessity because upper‐level management felt that there would be inevitable conflict among manufacturing, engineering, and quality control.

    After one month of operations, Eddie Turner was finding his job impossible, so he has a meeting with Gary Whitehead, his department manager.

    **Eddie:** “I'm having a hell of a time trying to satisfy all of the department managers. If I give engineering prime‐time use of the facility, then quality control and manufacturing say that I'm playing favorites. Imagine that! Even my own people say that I'm playing favorites with other directorates. I just can't satisfy everyone.”

    ![](https://www.sweetstudy.com/questions/week-7-tasks)

    **FIGURE I**

    Mayer Manufacturing organizational structure

    **Gary:** “Well, Eddie, you know that this problem comes with the job. You'll get the job done.”

    **Eddie:** “The problem is that I'm a section supervisor and have to work with department managers. These department managers look down on me like I'm their servant. If I were a department manager, then they'd show me some respect. What I'm really trying to say is that I would like you to send out the weekly memos to these department managers telling them of the new priorities. They wouldn't argue with you like they do with me. I can supply you with all the necessary information. All you'll have to do is to sign your name.”

    **Gary:** “Determining the priorities and scheduling the facilities is your job, not mine. This is a new position and I want you to handle it. I know you can because I selected you. I do not intend to interfere.”

    During the next two weeks, the conflicts got progressively worse. Eddie felt that he was unable to cope with the situation by himself. The department managers did not respect the authority delegated to him by his superiors. For the next two weeks, Eddie sent memos to Gary in the early part of the week asking whether Gary agreed with the priority list. There was no response to the two memos. Eddie then met with Gary to discuss the deteriorating situation.

    **Eddie:**“Gary, I've sent you two memos to see if I'm doing anything wrong in establishing the weekly priorities and schedules. Did you get my memos?”

    **Gary:**“Yes, I received your memos. But as I told you before, I have enough problems to worry about without doing your job for you. If you can't handle the work, let me know and I'll find someone who can.”

    Eddie returned to his desk and contemplated his situation. Finally, he made a decision. Next week he was going to put a signature block under his for Gary to sign, with carbon copies for all division managers. “Now let's see what happens,” Eddie said.

    ## image1.png

    **## WEEK7TASKS.docx**

    TASK 1: At least 450+ words

    provide a graduate-level response to each of the following questions:

    1.
    **As a project manager, what are your strengths and opportunities for improvement?**

    **Additional INFO**

    **Assigned Readings:**

    Chapter 4 – Project Team Members

    **TASK 2: At least 3 pages: APA format**

    **QUESTIONS**

    **QUESTIONS**

    1.
    **What do you think most likely happened next?**

    2.
    **What could Eddie do next if Gary refused to sign the documents?**

    3.
    **Considering the complexities of stakeholder conflicts, what alternative approaches could Eddie explore to address the challenges in prioritizing and scheduling activities within the engineering research laboratory?**

    4.
    **In light of the ongoing conflicts and Gary's reluctance to intervene, what long-term strategies could Eddie implement to foster a culture of collaboration and stakeholder respect within the organizational structure, ensuring smoother project management in the future?**

    5.
    **How can Eddie proactively mitigate resistance from department managers and build alliances with key stakeholders to ensure a more cooperative approach in aligning priorities and schedules within the new facility?**

    **Requirements:**

    · Addresses each of the 5 components outlined above.

    · Use of proper APA formatting and citations. If supporting evidence from outside resources is used those must be properly cited. A minimum of 3 – 5 sources (excluding the course textbook) from scholarly articles or business periodicals is required.

    · Include your best critical thinking and analysis to arrive at your justification.

    **USEFUL INFO FOR THE ABOVE 5 POINTS: TEXTBOOK THEORY**

    **CONFLICT MANAGEMENT**

    Conflicts can occur anywhere in the project and with anyone. Some conflicts are severe while others are easily solvable. In the past, project managers avoided conflicts when possible. Today, we believe that conflicts can produce beneficial results if the conflicts are managed correctly.

    There are numerous methods available to project managers for the resolution of conflicts. The methods selected may vary depending on the severity of the conflict, the person with whom the conflict exists and his/her level of authority, the life‐cycle phase of the project, the priority of the project, and the relative importance of the project as seen by senior management.

    **Facilities Scheduling at Mayer Manufacturing**

    Eddie Turner was elated with the good news that he was being promoted to section supervisor in charge of scheduling all activities in the new engineering research laboratory. The new laboratory was a necessity for Mayer Manufacturing. The engineering, manufacturing, and quality control directorates were all in desperate need of a new testing facility. Upper‐level management felt that this new facility would alleviate many of the problems that previously existed.

    The new organizational structure (as shown in Figure I) required a change in policy over use of the laboratory. The new section supervisor, on approval from his department manager, would have full authority for establishing priorities for the use of the new facility. The new policy change was a necessity because upper‐level management felt that there would be inevitable conflict among manufacturing, engineering, and quality control.

    After one month of operations, Eddie Turner was finding his job impossible, so he has a meeting with Gary Whitehead, his department manager.

    **Eddie:** “I'm having a hell of a time trying to satisfy all of the department managers. If I give engineering prime‐time use of the facility, then quality control and manufacturing say that I'm playing favorites. Imagine that! Even my own people say that I'm playing favorites with other directorates. I just can't satisfy everyone.”

    ![](https://www.sweetstudy.com/questions/week-7-tasks)

    **FIGURE I**

    Mayer Manufacturing organizational structure

    **Gary:** “Well, Eddie, you know that this problem comes with the job. You'll get the job done.”

    **Eddie:** “The problem is that I'm a section supervisor and have to work with department managers. These department managers look down on me like I'm their servant. If I were a department manager, then they'd show me some respect. What I'm really trying to say is that I would like you to send out the weekly memos to these department managers telling them of the new priorities. They wouldn't argue with you like they do with me. I can supply you with all the necessary information. All you'll have to do is to sign your name.”

    **Gary:** “Determining the priorities and scheduling the facilities is your job, not mine. This is a new position and I want you to handle it. I know you can because I selected you. I do not intend to interfere.”

    During the next two weeks, the conflicts got progressively worse. Eddie felt that he was unable to cope with the situation by himself. The department managers did not respect the authority delegated to him by his superiors. For the next two weeks, Eddie sent memos to Gary in the early part of the week asking whether Gary agreed with the priority list. There was no response to the two memos. Eddie then met with Gary to discuss the deteriorating situation.

    **Eddie:**“Gary, I've sent you two memos to see if I'm doing anything wrong in establishing the weekly priorities and schedules. Did you get my memos?”

    **Gary:**“Yes, I received your memos. But as I told you before, I have enough problems to worry about without doing your job for you. If you can't handle the work, let me know and I'll find someone who can.”

    Eddie returned to his desk and contemplated his situation. Finally, he made a decision. Next week he was going to put a signature block under his for Gary to sign, with carbon copies for all division managers. “Now let's see what happens,” Eddie said.

    ## image1.png

  • [Solved] Case study 2 pages

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    [>Management homework help](https://www.sweetstudy.com/fields/business-finance-management) Fatma settled down for lunch at the Yank Sing Chinese restaurant. She was early and took the time to catch up on her e-mail. Soon she would be joined by Jasper and Viktoria, two fellow 2014 grads from Virginia…

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    Assignment Prompt & Instructions

    [>Management homework help](https://www.sweetstudy.com/fields/business-finance-management)

    Fatma settled down for lunch at the Yank Sing Chinese restaurant. She was early and took the time to catch up on her e-mail. Soon she would be joined by Jasper and Viktoria, two fellow 2014 grads from Virginia Tech in Blacksburg, Virginia.

    Jasper worked as a software engineer for a start-up company that wanted to expand the boundaries of sharing economy. Viktoria was an electrical engineer who worked for a German healthcare company in San Francisco. They had met each other at a Silicon Valley alumni reception hosted by Virginia Tech. Each of them felt a bit like a fish out of water on the West Coast, so they decided to have lunch together each month. The lunch evolved into a professional support group. A major part of each of their jobs was managing projects, and they found it useful to share issues and seek advice from each other.

    Fatma worked for a very successful Internet company whose founders believed that everyone in the firm should devote three days a year to community service projects. The company was partnering with several companies in the construction industry to renovate abandoned buildings for low-income families. The next project was the renovation of an empty warehouse into eight two-bedroom apartments. Fatma was part of the core team in charge of scheduling and managing work assignments.

    Viktoria and Jasper entered the restaurant together. Viktoria was the first to move to the Bay Area. She was currently working on the next-generation neural stimulator (“PAX 2”). Neural stimulators are electronic devices that doctors implant in patients with wires connected to sources of pain in the patient’s spine. In the past, patients would have to have an operation to replace the stimulator battery every 10 years. PAX 2 was being designed to take advantage of new battery technologies and use a rechargeable battery. In concept, this battery system would eliminate the need for replacement surgeries and allow the implanted battery to be recharged externally. Viktoria’s team had just completed the second prototype and was entering a critical testing phase. It had been tricky trying to predict the lifespan of the new rechargeable battery without testing it in real time. She was anxious to begin seeing the test results.

    Jasper was working for a start-up company after doing contract work for his first nine months in San Francisco. He was sworn to secrecy about the project and all Fatma and Viktoria knew was that the project had something to do with sharing economy. He was working with a small development team that included colleagues from Bangalore, India, and Malmo, Sweden.

    After ordering and chit-chatting a bit, Fatma started the discussion. “I will be glad when this week is over,” she said. “We’ve been struggling defining the scope of the project. At first glance our project seems relatively simple, build eight two-bedroom apartments in an old warehouse. But there are a lot of unanswered questions. What kind of community space do we want to have? How efficient should the energy system be? What kind of furniture? Everybody wants to do a good job, but when does low-income housing morph into middle-income housing?”

    Viktoria offered, “Scope defining is one of the things my company does very well. Before a project is authorized, a detailed scope statement is developed that clearly defines the project objectives, priorities, budget, requirements, limits, and exclusions. All of the key stakeholders sign off on it. It is really important to identify priorities up front. I know on the PAX 2 project that scope is the number one priority. I know that no matter how long it takes it is imperative that my work is done right.”

    Fatma responded, “That’s exactly what my project manager is preparing for Friday’s meeting. I guess that one of the things you have to do as a project manager is end discussions. He is going to make the tough calls and finalize the project scope so we can begin planning.”

    Jasper interjected, “You guys are so lucky; for the most part your scope remains the same. In my work the scope is constantly changing. You show the founders a feature they wanted, and they say, well, if you can do that, can you do this? You know it’s going to happen, but you really can’t plan for it.”

    Jasper went on, “We do know what our number one priority is: _time_. There are a lot of players trying to move in to the ‘space’ we are working on. We have to demonstrate we are ahead of the pack if we are going to continue to get venture capital funding.”

    Jasper said that despite the pressure, his project had been a lot of fun. He especially liked working with his Swedish and Indian counterparts, Axel and Raja. They worked like a global tag team on their part of the project. Jasper would code and then pass his work on to Raja, who would work on it and pass it on to Axel, who would eventually hand it off to Jasper. Given the time zones, they were able to have at least one person working on the code around the clock.

    Jasper said it was hard at first working with someone he hadn’t met personally other than on a video screen. Trust was an issue. Everyone was trying to prove himself. Eventually a friendly competition arose across the team. The programmers exchanged funny cartoons and YouTube videos. He showed Fatma and Viktoria a YouTube video about scope creep that got a chuckle from everyone.

    They made plans to meet next at the new Peruvian restaurant on SE 8th Street.

    **PART B**

    The Peruvian cilantro/lime ceviche was a big hit at the next lunch. Viktoria began their discussion by reporting, “I have good and bad news. The bad news is that our first prototype failed its tests miserably. The good news is that I have a smart project manager. She knew this could happen, so she mitigated the risk by having us working on two alternative battery technologies. The alternative technology is passing all of the tests. Instead of falling behind months, we are only days behind schedule.”

    This precipitated a discussion of risk management. Fatma reported that there had been a two-day session on risk management for the renovation project. They spent the first day brainstorming what could go wrong, and the second day coming up with strategies for dealing with risks. A big help was the risk report that was generated after the last project. The report detailed all of the problems that had occurred on the last renovation project as well as recommendations. Fatma said, “I couldn’t believe how much time and attention was devoted to safety, but as my project manager said, ‘all it takes is one bad accident to shut down a project for weeks, even months.’”

    Jasper reported that on his project they spent very little time on risk management. His project was driven by a build-test mentality. “Everybody assumes that daily testing eliminates problems, but when it’s time to integrate different features, that’s when the real bugs will emerge,” Jasper said.

    Jasper went on to say that things were not going well at work. They had missed their second straight milestone, and everyone was feeling the pressure to show results. “I even slept by my cubicle three nights ago,” Jasper confessed. Fatma asked, “How many hours are you working?” “I don’t know, at least 70, maybe 80 hours,” Jasper answered. He went on to say, “This is a high-stakes project, with a BIG upside if successful. I am doing some of my best programming and we’ll just have to see what happens.”

    Jasper showed them a cartoon that was being circulated across his team. The caption read “When did you want it done? Yesterday.”

    Fatma turned to her friends and said, “I need some advice. As you know, I’m responsible for scheduling work assignments. Well, some of my colleagues have been pretty aggressive lobbying for choice assignments. Everyone wants to work alongside Bruno or Ryan. Suddenly I am everyone’s friend, and certain people are going way out of their way to do favors for me. I am sure they think it will influence my decisions. It’s getting awkward and I am not sure what to do.”

    “Quid pro quo,” answered Jasper, “that’s how the business world works. You scratch my back and I’ll scratch yours. Within reason, I don’t have a problem with someone taking advantage of her position to garner favors and build relationships.”

    Viktoria said, “I disagree. You don’t want to be seen as someone whose influence can be bought. You need to think what’s best for the company. You need to ask yourself what Bruno and Ryan would want you to do. And if you don’t know, ask them.”

    After much discussion, Fatma left the restaurant leaning toward Viktoria’s advice, but she wasn’t sure what the guidelines should be.

    **PART C**

    It took two months for the [HokiesLinks to an external site.](https://en.wikipedia.org/wiki/Virginia_Tech_Hokies) lunch group to get together again. Jasper had canceled the last meeting because of work, so Viktoria and Fatma saw a movie together instead.

    Jasper was the last person to arrive and it was clear from the look on his face that things were not going well. He sat down, avoiding eye contact, before blurting, “I’m out of work.” “What do you mean?” Fatma and Viktoria cried. Jasper explained after months and months of work they had been unable to demonstrate a functional product.

    Jasper went on to say, “Despite our best efforts we couldn’t deliver. The founders couldn’t get an ounce of second-round venture funding, so they decided to cut their losses and kill the project. I just spent the best six months of my programming life for nothing.”

    Fatma and Viktoria tried to comfort their friend. Fatma asked Jasper how the others were taking the news. Jasper said the Swedish programmer, Axel, took the news very hard. He went on to say, “I think he was burning a lot of bridges at home with the long work hours and now he has nothing to show for it. He started blaming us for mistakes we never made.” Raja, his Indian counterpart, was a different story. “Raja seemed to shrug his shoulders.” Jasper added, “He said, ‘I know I am a good programmer. There are lots of opportunities here in Bangalore.’”

    Fatma broke the silence that followed by saying to Jasper, “Send me your resume. My company is always looking for top-notch programmers and it is a really great company. Can you believe it, the two founders, Bruno and Ryan, are working side by side with everyone on renovating the warehouse? In fact, people were amazed at how good Bruno was with sheet rock. A big part of my job now is scheduling their time so they can work with as many different people as possible. They really want to use the project to get to know their employees. This hasn’t been easy. I have had to juggle their calendars, their abilities, and work opportunities.”

    Viktoria interjected, “You’re using Microsoft Project to do this?” “Not really,” responded Fatma. “At first I tried scheduling their work in Microsoft Project, but it was too cumbersome and time consuming. Now I just use the Project master schedule and each of their calendars to schedule their work. This seems to work best.”

    Viktoria added, “Yeah, Microsoft Project is a great program, but you can get lost trying to get it to do everything. Sometimes all you need is an Excel sheet and common sense.”

    Viktoria felt awkward, given what had happened to Jasper. She was just wrapping up the successful PAX 2 project. She was also getting ready for a well-deserved holiday in Vietnam paid for by her project bonus. “I hate closing out a project,” Viktoria said. “It’s so boring. Document, document, document! I keep kicking myself for not tracking things when they happened. I am spending most of my time scouring my computer for files. I can’t wait to take off to Vietnam.”

    Viktoria went on to say, “The only thing I liked doing was the project retrospective.” Jasper asked, “What’s a project retrospective?” Viktoria answered, “It’s when the project team gets together and reviews what went well and what didn’t and identifies lessons learned that we can apply to future projects. For example, one of the things we learned was that we needed to bring the manufacturing people on board a lot sooner in the design process. We focused on designing the very best product possible, regardless of cost. We found out later that there were ways for reducing production costs without compromising quality.”

    Fatma added, “We do that, too, at the end of our projects, but we call it an audit.”

    Fatma asked Viktoria, “Do you know what your next assignment will be?” “No,” she replied, “I will probably go back to my department and do some testing. I’m not worried. I did good work. I am sure someone will want me for their project.”

    Jasper chimed in, “I sure hope someone wants me for their next project.” Fatma and Viktoria immediately went into action, trying to lift their friend’s spirits.

    A little while later, they walked out of the restaurant and gave each other hugs. Fatma reminded Jasper to send her his latest resume.

    – 2 years ago

  • [Solved] Case Study 2 pages

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    [>Management homework help](https://www.sweetstudy.com/fields/business-finance-management) _"We are trying to come up with the strongest set of partnerships we can with the people that supply our major systems and structures. In defense, we are trying to respond to the pressures of governments buyin…

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    _"We are trying to come up with the strongest set of partnerships we can with the people that supply our major systems and structures. In defense, we are trying to respond to the pressures of governments buying fewer things at lower prices, with less favorable contract terms. And that pressure cannot just stop at Boeing. We have to find willing partners [to share the burden]. And on the commercial side, low-cost carriers and a very flattish global economy leads you to the same conclusion. So the ‘no-fly list’ is people who don’t want to play ball, who only want to hide behind the contractual language of their current programs. We’re going to give those who do want to work with us more business—or we’ll move some things in-house. This is a not a rape, pillage and plunder exercise. This is the reality we all face. The majority of [suppliers] are beginning to have productive discussions with us. We have some holdouts, people who take the position that the pressure should only be absorbed by Boeing, notwithstanding the fact that 65 percent of most of our airplanes are built by suppliers…we both have to demand lots of productivity [improvements] to offset price pressure. Those that work with us in that way will find more volume. We are the biggest player. My message is, ‘Don’t bet against us.’"_

    The Boeing Dreamliner Boeing Corporation was one of the world's largest manufacturers of commercial aircraft, ranking 27th on the Fortune 500 list in 2016. When it announced the delivery of its first 787 Dreamliner transporter to its first customer, All Nippon Airways, in September, 2011, it was almost 40 months later than originally planned, after a long series of unexpected delays. The actual development cost of the project had been estimated at about US$40 billion but came in over twice the original estimate. One year later, a malfunction was discovered in one of the aircraft's lithium batteries, which caught fire after takeoff. These problems led to months of grounding, imposed by the FAA (Federal Aviation Administration), of the entire Dreamliner fleet already in service.

    The Dreamliner was designed to be a revolutionary project in terms of physical characteristics, technology, management style, financing, design and engineering management, quality assurance, and assembly processes. Many of these initiatives were intentionally taken on to benefit from new developments in aviation technology and to speed up design and development; however, they posed unexpected challenges for both the company and the project team.

    **A New Organizational Paradigm**

    Boeing adopted a new organizational paradigm for the development of Dreamliner and decided to outsource an unprecedented portion of the design, engineering, manufacturing, and production to a global network of 700 local and foreign suppliers.With more than 70% foreign development content, this decision turned Boeing's traditional supply chain into a development chain. Tier-1 suppliers became responsible for the detailed design and manufacturing of 11 major subassemblies, while Boeing only did system integration and final assembly.

    Furthermore, Boeing came up with a new risk and revenue sharing contract with its suppliers, called the “build-to-performance” model (as differentiated from the more typical “build-to-spec” or “build-toprint” models). According to the model, contract suppliers bore the non-recurring R&D cost up-front, owned the intellectual property of their design, and got paid a share of the revenues from future aircraft sales.  Under this model, the suppliers’ roles were dramatically changed from mere subcontractors to strategic partners who had a long-term stake in the project. This model created some risks, which caused extensive integration problems and additional delays.

    Finally, Boeing employed a new assembly method. Subcontractors were required to integrate their own subsystems and send their preassembled subsystems to a single final assembly site. The goal was to reduce Boeing's integration effort by leveraging subcontractors to do more work compared with previous projects. However, many of these subcontractors were not able to meet their delivery schedules due to lack of experience in subsystem design and integration, as well as insufficient guidelines and training. As a consequence, parts and assemblies, which were sent to Boeing for integration, were missing the appropriate documentation, including instructions for final assembly.

    **Unanticipated Consequences**

    Supply chain and design delays increased, as did Boeing’s financial losses, including penalties for late delivery of the aircraft. CEO McNerney had to face some hard facts based on earlier decisions. He acknowledged that his new paradigm may have been flawed, “We got a little bit seduced that it would all come together seamlessly and the same design rules would be applied everywhere in the world and corners wouldn’t be cut and financial realities wouldn’t hit certain folks.”

    McNerney’s approach to workers, suppliers, and labor resources was notably off-putting, according to many in Washington State, Boeing’s corporate home. Since 2011 when Boeing opened its non-unionized South Carolina assembly plant where salaries were approximately $10/hour less than those of the unionized workers in Washington State, worker relationships have been troubled. While admirers have touted his efficiency and ability to deliver profits, alienated professionals at every level, along with union members, have described McNerney as “cold-blooded.” One labor specialist stated, “A lot of employees feel top management doesn’t value them, treats them as expendable…[creating an atmosphere of] lowered trust, anger and disgruntlement.”

    According to Richard Aboulafia, noted aerospace specialist, _“Management believes if it continues to squeeze suppliers and labor, the problem[s] will be solved. Again, the track record here is not great. Most of the manufacturing world tell a very different story. Whether it’s with cars, aircraft or turbines, productivity improvements often come from the shop floor. That means convincing the people who build things to identify ways to reduce scrap, improve work flow and eliminate defects. To promote the kind of process improvements that happen in the factory, a work force needs incentives such as profit-sharing or other compensation. At the very least, machinists and engineers need to believe their work is valued. Taking away pensions at a time of record sales is simply a bad way to motivate workers to go the extra mile. Boeing right now embodies a strange combination of very good and very bad.”_

    McNerney’s management style created its own problems. He vacillated between maintaining his dispassionate, hands-off general management style with multiple-times per day meetings with executives during the Dreamliner grounding crisis. His revolving door policy for managers in charge of the 787 project (four in as many years) generated a sense of uncertainty at all levels in the company and increased pressure to meet goals quickly.

    This focus on urgency caused him to reflect, after having resolved the major problems in the Dreamliner, that the plane could have been completed sooner had Boeing listened more to the customer and less to innovative technology. He said, in a rare interview in 2014, “ _What I would like to have done is pursued 70 percent of the technology that still would have satisfied 95 percent of [customer desire]. It would have gotten to them quicker, and it would have cost us less…You get excited about these projects, and things creep into the design and you lose discipline sometimes. We just need to be reminded about that.”_

    As described by an anonymous former Boeing executive, _“The sense I always got from him in meetings is that it could have been any business…If we’d been making cameras or autos or doing bond trading, it would have all been the same to him. The net effect is distancing from the people who come to work there every day, who bring their hearts and souls to it and want to make it more than a job.”_

    – 2 years ago

  • [Solved] W5 t2

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    [>Accounting homework help](https://www.sweetstudy.com/fields/business-finance-accounting) – 2 years ago **files (1)** – ## W5T2.docx **## W5T2.docx** Due Saturday: 02/17 APA 3 paragraphs 3 sources Evaluate the following statement made by a third-year auditor: "In comparison with other accounts, suc…

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    – 2 years ago

    **files (1)**

    – ## W5T2.docx

    **## W5T2.docx**

    Due Saturday: 02/17

    APA 3 paragraphs 3 sources

    Evaluate the following statement made by a third-year auditor:  "In comparison with other accounts, such as accounts receivable or property, plant, and equipment, it is my assessment that cash contains less inherent risk.  There are no significant valuation problems with cash."  Do you agree or disagree with the auditor's assessment of inherent risk?  Explain.

    **## W5T2.docx**

    Due Saturday: 02/17

    APA 3 paragraphs 3 sources

    Evaluate the following statement made by a third-year auditor:  "In comparison with other accounts, such as accounts receivable or property, plant, and equipment, it is my assessment that cash contains less inherent risk.  There are no significant valuation problems with cash."  Do you agree or disagree with the auditor's assessment of inherent risk?  Explain.