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  • [Solved] Spanish

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    In six sentences, in Spanish, summarize what Luis has shared about his family. Do not use a translator. Your sentences will be short and simple. You should use the vocabulary and structures modeled. Your summary should contain the most important pieces of what Luis shared. – [\ \ Screenshot2025-02…

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    Assignment Prompt & Instructions

    In six sentences, in Spanish, summarize what Luis has shared about his family. Do not use a translator. Your sentences will be short and simple. You should use the vocabulary and structures modeled. Your summary should contain the most important pieces of what Luis shared.

    – [\
    \
    Screenshot2025-02-0611.24.36AM.png](https://www.sweetstudy.com/files/screenshot2025-02-0611-24-36am-png "Screenshot2025-02-0611.24.36AM.png")
    – [\
    \
    Screenshot2025-02-0611.24.50AM.png](https://www.sweetstudy.com/files/screenshot2025-02-0611-24-50am-png "Screenshot2025-02-0611.24.50AM.png")
    – [\
    \
    Screenshot2025-02-0611.25.02AM.png](https://www.sweetstudy.com/files/screenshot2025-02-0611-25-02am-png "Screenshot2025-02-0611.25.02AM.png")
    – [\
    \
    Screenshot2025-02-0611.25.20AM.png](https://www.sweetstudy.com/files/screenshot2025-02-0611-25-20am-png "Screenshot2025-02-0611.25.20AM.png")
    – [\
    \
    Screenshot2025-02-0611.25.34AM.png](https://www.sweetstudy.com/files/screenshot2025-02-0611-25-34am-png "Screenshot2025-02-0611.25.34AM.png")
    – [\
    \
    Screenshot2025-02-0611.25.47AM.png](https://www.sweetstudy.com/files/screenshot2025-02-0611-25-47am-png "Screenshot2025-02-0611.25.47AM.png")

    – 2 years ago

  • [Solved] Lit Discussion

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    See two attachments – 2 years ago **files (2)** – ## LiteratureDiscussion.docx – TheSecondShepherdsPlay.pdf **## LiteratureDiscussion.docx** · Use “The Second Shepherd’s Play” to complete Discussion · Only write about 5-8 sentences for each question · Should **not** be over 1 page long The three she…

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    Assignment Prompt & Instructions

    See two attachments

    – 2 years ago

    **files (2)**

    – ## LiteratureDiscussion.docx

    – TheSecondShepherdsPlay.pdf

    **## LiteratureDiscussion.docx**

    · Use “The Second Shepherd’s Play” to complete Discussion

    · Only write about 5-8 sentences for each question

    · Should
    **not** be over 1 page long

    The three shepherds bring gifts to the infant Jesus. The first shepherd offers
    cherries, the second a
    bird, and the third a
    tennis ball. In your response, consider the following questions.

    1. What does the choice of gift tell us about the giver?

    2. In what way might these presents be seen as valuable?

    3. How do the presents compare to those given by the Three Kings (gold, frankincense, and myrrh)?

    **TheSecondShepherdsPlay.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/thesecondshepherdsplay-pdf)

    **TheSecondShepherdsPlay.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/thesecondshepherdsplay-pdf)

    **## LiteratureDiscussion.docx**

    · Use “The Second Shepherd’s Play” to complete Discussion

    · Only write about 5-8 sentences for each question

    · Should
    **not** be over 1 page long

    The three shepherds bring gifts to the infant Jesus. The first shepherd offers
    cherries, the second a
    bird, and the third a
    tennis ball. In your response, consider the following questions.

    1. What does the choice of gift tell us about the giver?

    2. In what way might these presents be seen as valuable?

    3. How do the presents compare to those given by the Three Kings (gold, frankincense, and myrrh)?

    **TheSecondShepherdsPlay.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/thesecondshepherdsplay-pdf)

    **## LiteratureDiscussion.docx**

    · Use “The Second Shepherd’s Play” to complete Discussion

    · Only write about 5-8 sentences for each question

    · Should
    **not** be over 1 page long

    The three shepherds bring gifts to the infant Jesus. The first shepherd offers
    cherries, the second a
    bird, and the third a
    tennis ball. In your response, consider the following questions.

    1. What does the choice of gift tell us about the giver?

    2. In what way might these presents be seen as valuable?

    3. How do the presents compare to those given by the Three Kings (gold, frankincense, and myrrh)?

    **TheSecondShepherdsPlay.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/thesecondshepherdsplay-pdf)

  • [Solved] Week 11 dq 2

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    In this complex and challenging field, it is easy to take on a workload that is too heavy when you are trying to adequately meet the needs of the service users with whom you are working. This can become daunting and, after a period of time, lead to burnout. Fortunately, you can prevent burnout by ma…

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    Assignment Prompt & Instructions

    In this complex and challenging field, it is easy to take on a workload that is too heavy when you are trying to adequately meet the needs of the service users with whom you are working. This can become daunting and, after a period of time, lead to burnout. Fortunately, you can prevent burnout by making time for self-care. Self-care is an essential responsibility and an important part of your professional life.

    In this Discussion, you identify self-care strategies that you can use to prevent burnout.

    ### Resources

    ![](https://cdn-media.waldenu.edu/2dett4d/Walden/Canvas/Classroom/icons/resources.svg)

    Be sure to review the Learning Resources before completing this activity.

    Click the weekly resources link to access the resources.

    [**WEEKLY RESOURCES**](https://waldenu.instructure.com/courses/142950/pages/week-11-learning-resources "Click this link to access the weekly resources (open in a new tab)")

    – Schram, B., Mandell, B.R., Dann, P.L., & Peterson, L. (2020). _An introduction to human services: Policy and practice_ (9th ed.). Pearson.

    – Chapter 14, “Avoiding Burnout” (pp. 349–371)
    – Lee, K., Pang, Y. C., Lee, J. A. L., & Melby, J. N. (2017). [A study of adverse childhood experiences, coping strategies, work stress, and self-care in the child welfare profession.Links to an external site.](https://search.ebscohost.com/login.aspx?direct=true&db=sih&AN=125435898&site=eds-live&scope=site&authtype=shib&custid=s6527200) _Human Service Organizations: Management, Leadership and Governance, 41_(4), 389–402. https://doi.org/10.1080/23303131.2017.1302898 [Links to an external site.](https://search.ebscohost.com/login.aspx?direct=true&db=sih&AN=125435898&site=eds-live&scope=site&authtype=shib&custid=s6527200)
    – Mavridis, C., Harkness, S., Super, C. M., & Liu, J. L. (2019). [Family workers, stress, and the limits of self-careLinks to an external site.](https://go.openathens.net/redirector/waldenu.edu?url=https://www.sciencedirect.com/science/article/pii/S0190740919300775?via%3Dihub). _Children and Youth Services Review, 103_, 236–246. https://doi.org/10.1016/j.childyouth.2019.06.011

    – OASIS. (n.d.). [_Produce clear, concise writing_Links to an external site.](https://academics.waldenu.edu/writing/clear-concise-writing). Walden University. https://academics.waldenu.edu/writing/clear-concise-writing

    ### To Prepare

    – Review the Learning Resource on using self-care strategies and preventing burnout.
    – Identify two self-care strategies you would use, and consider how you would implement them.

    ### By Day 4

    **Post** an explanation of at least two strategies that you, as an advanced human services professional practitioner actively involved in contemporary issues, may use for your own self-care. Include specific examples of how you might implement these strategies. Use information from the Learning Resources to support your response.

    – 2 years ago

  • [Solved] Case study

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    Case study analysis and answer questions Company: Workforce Solution Services Inc – 2 years ago **files (2)** – ## Unit5casestudy.pdf – ## HRM307CaseStudiesJune2021.pdf **## Unit5casestudy.pdf** Copyright Post University 2022, All Rights Reserved Due Date: 11:59 pm EST, Sunday of Unit 5 Points: 100 …

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    Assignment Prompt & Instructions

    Case study analysis and answer questions

    Company: Workforce Solution Services Inc

    – 2 years ago

    **files (2)**

    – ## Unit5casestudy.pdf

    – ## HRM307CaseStudiesJune2021.pdf

    **## Unit5casestudy.pdf**

    Copyright Post University 2022, All Rights Reserved

    Due Date: 11:59 pm EST, Sunday of Unit 5
    Points: 100

    Overview:

    To understand how to design a comprehensive compensation strategy, you will apply
    your learning to the selected case study.

    Instructions:

    Continue with the same company you selected for Case Study 1 analysis.

    • Record your name, the date, and the company name you have chosen for your
    case study on the title page of your paper.

    Take time to read and review Chapters 5-8 to answer these questions.

    Answer the following questions for the case study you have chosen. Read all aspects of
    your case study carefully. Please make sure you address each question thoroughly and
    clearly. Each question should be at least 2-3 paragraphs to illustrate your
    understanding. Review the grading rubric before writing your paper.

    1) Review the Workforce Description in the case study you have selected. Select a
    Customer Facing position in the Workforce Description (EXCLUDE SALES). If
    you had to perform a job analysis on this position, how would you do it? Be
    specific.

    2) What type of structure (Job-based, Skill-based, Competency-based, Blended)
    would best fit your organization and why?

    3) What job evaluation method would you use to determine your positions' relative
    worth to develop the internal hierarchy, equity, and external competitiveness?
    Why?

    4) If you were to design a Competency-Based pay structure, what are the most
    important (core) competencies (select the top five) you would choose for your
    organization and why? What are the advantages of a competency-based pay
    system? What are the disadvantages?

    HRM307 – Compensation &
    Benefits
    Case Study 2

    Copyright Post University 2022, All Rights Reserved

    5) What are the factors that shape your organization's external competitiveness to
    recruit and retain employees? Discuss your specific labor market factors (supply
    and demand), product market factors (competition and product demand), and the
    organization factors (industry, strategy, size, etc.). From this information and your
    organizations' ability to pay, where would you position your organization's overall
    competitive pay policy (lead, market, or lag) and why?

    6) If you were going to select jobs to include in a benchmark survey to ensure that
    your pay is competitive, which jobs would you choose and why (review
    Workforce Description)?

    7) In designing your internal pay structure, would you design pay ranges and
    grades, OR broadbands, and why?

    Requirements:

    • Submit a Word document in APA format (double spaced with references and
    APA in text citations).

    • Maximum 6 pages in length, excluding the Title and Reference pages.
    • At least two resources.

    Be sure to read the criteria below by which your work will be evaluated before
    you write and again after you write.

    Copyright Post University 2022, All Rights Reserved

    Evaluation Rubric for Case Study 2

    CRITERIA Deficient Needs
    Improvement

    Proficient Exemplary

    0 – 17 points 18 – 23 points 24 – 29
    points

    30 points

    Relevance Does not
    understand
    each question
    nor its
    relevance to
    the learning
    material

    Generally,
    understands
    each question
    and its relevance
    to the learning
    material

    Mostly
    understands
    each
    question and
    its relevance
    to the
    learning
    material

    Completely
    understands
    each question
    and its
    relevance to
    the learning
    material

    Complete and
    Concise

    Fails to answer
    each question
    thoroughly and
    concisely

    Somewhat
    answers each
    question
    thoroughly and
    concisely

    Mostly
    answers
    each
    question
    thoroughly
    and concisely

    Thoroughly
    answers each
    question
    completely and
    concisely

    Support Fails to provide
    relevant
    examples
    and/or sources
    supporting
    each answer

    Generally, it
    provides relevant
    examples and/or
    sources
    supporting each
    answer

    Mostly
    provides
    relevant
    examples
    and/or
    sources
    supporting
    each answer

    Completely
    provides
    relevant
    examples
    and/or sources
    supporting
    each answer

    0 – 5 points 6 – 7 points 8 – 9 points 10 points
    Clear and
    Professional
    Writing and
    APA Format

    Errors impede
    professional
    presentation;
    guidelines not
    followed.

    Significant errors
    that do not
    impede
    professional
    presentation.

    Few errors
    that do not
    impede
    professional
    presentation.

    Writing and
    format are
    clear,
    professional,
    APA compliant,
    and error-free.

    – Overview:
    – Instructions:
    – Requirements:
    – Evaluation Rubric for Case Study 2

    **## HRM307CaseStudiesJune2021.pdf**

    Copyright Post University 2022, All Rights Reserved

    Select a hypothetical company (Workforce Solutions Services, Inc., Global Braking Components Corp., or Worldglobe Biotech Corp.) from one of
    the columns below which interests you. You will use this case study to apply your learning in Unit 3, 5, and 7.

    Company
    Name
    Vision

    Workforce Solutions Services Inc.
    (WSS)
    Making HR Easier

    Global Braking Components Corp.
    (GBC)
    Designing and Producing a World Class
    Product

    Worldglobe Biotech Corp.
    (WBC)
    Developing the Next Generation of Biotech
    Solutions

    Industry –
    Product

    Service – Staffing and Workforce
    Solutions

    Manufacturing – Automotive components Research – Biotech and Pharmaceuticals

    # Employees 5,000 employees – US and Canada

    Temporary and permanent staffing,
    outsourcing, and innovative workforce
    solutions (payroll, on site workforce
    management, recruiting, temporary
    solutions, outplacement).

    200 employees – Global manufacturing – 5
    locations

    Braking component supplier to US
    automotive manufacturers.

    10,000 employees – Global
    Biotechnology and pharmaceuticals.

    Financial
    Overview

    Modestly Profitable
    20% profit margins

    Low Profitability
    8% profit margins

    Very Profitable
    40% profit margins

    HRM307 – Compensation &
    Benefits

    Case Studies

    Copyright Post University 2022, All Rights Reserved

    Strategic
    Emphasis

    Acquiring new customers.
    Experimentation and searching for
    opportunities are valued.

    Acquire new resources.
    Obtain new opportunities.
    Differentiation.
    Continuous Development.
    Transformational changes to the
    market.
    Focus on growth – expand service
    offerings.
    Long term approach. Increase market
    share.

    Permanence and stability. Efficiency,
    control and smooth operations are
    important.

    Improve Quality. Increase sales/reduce
    cost. Reduce safety incidents. Increase
    operational efficiency. Maintain key
    customers and markets and increase sales
    in current market space.
    Short term approach – investor owned.
    Sell the business.

    Competitive actions and achievement.
    Hitting stretch targets and winning in the
    marketplace are dominant.

    Increase market share. Develop new
    customers. Deliver new products to the
    market. Increase profitability. Obtain goals

    Market Service differentiation Low product cost Product differentiation
    Position Provide new solutions to the customer Product centered

    Manage the customer
    Customer centered

    Objectives An organization that focuses on
    selling product bundles/systems.
    They deliver products and services as
    a package

    An organization that is focused on
    producing and selling excellent products
    (basic philosophy is customers will buy
    product because it is the best in the
    marketplace)

    An organization that is aware of their
    customers and knows to whom they are
    selling and segments their customers and
    tailors marketing campaigns by segment.
    Looks for cross selling opportunities.

    Competitors Many competitors Steady competition Few competitors
    Criteria for
    Success

    The organization defines success on
    the basis of having the most unique or
    newest services. It is a service leader
    and innovator. Goal is to outpace and
    outperform the competition with new
    opportunities, provide unique cutting-
    edge workforce solutions

    The organization defines success on the
    basis of efficiency. Dependable delivery,
    smooth scheduling and low-cost
    production are critical.

    The organization defines success on the
    basis of winning in the
    marketplace and outpacing the competition.
    Competitive market leadership is key.

    Organization
    Culture

    Commitment to innovation and
    development. There is an emphasis
    on being on the cutting edge.

    Risk Taking, Performance, Long Term
    Thinking, Unstructured Environment,
    Flexible, Creative, Shared Decision
    Making, Freedom to Act.

    Formal rules and policies. Maintaining a
    smooth-running organization is important.

    Stability, Management Control, Structure,
    Hierarchy, Centralized Decision Making,
    Process Focused, Formal Planning and
    Approvals, Internal
    Consistency/Uniformity, Timeliness,
    Organization

    Emphasis on achievement and goal
    accomplishment. Aggressiveness and
    winning are common themes.

    Customer Focus, Results Oriented,
    Diversity, Innovation,
    Learning/Development, Personal Growth,
    High Performance, Collaboration.

    Copyright Post University 2022, All Rights Reserved

    Dominant
    Characteristics

    The organization is a very dynamic
    entrepreneurial place.
    People are willing to stick their necks
    out and take risks.

    The organization is a very controlled and
    structured place.
    Formal procedures generally govern what
    people do.

    The organization is very results oriented. A
    major concern is with getting the job done.
    People are very competitive and
    achievement oriented.

    Leadership The leadership in the organization is
    generally considered to exemplify
    entrepreneurship, innovating, or risk
    taking.

    The leadership in the organization is
    generally considered to exemplify
    coordinating, organizing, or smooth-
    running efficiency.

    The leadership in the organization is
    generally considered to exemplify a no-
    nonsense, aggressive, results-oriented
    focus.

    Management
    of employees

    The management style in the
    organization is characterized by
    individual risk-taking, innovation,
    freedom, and uniqueness.

    The management style in the organization
    is characterized by security of
    employment, conformity, predictability, and
    stability in relationships.

    The management style in the organization
    is characterized by hard-driving
    competitiveness, high demands, and
    achievement.

    Values Honesty, Diversity, High Performance,
    Innovation, Risk Taking, Learning,
    Balance, Flexibility

    Integrity, Results, Continuous
    Improvement, Problem Solving,
    Accountability

    Trust, Respect, High Performance,
    Expertise, Creativity, Problem Solving,
    Results

    Workforce
    Description

    Employee specialization – Temporary
    labor which includes clerical,
    administrative, assemblers, machine

    Employee specialization – Manufacturing
    Engineers, Material Planners, Operations
    Specialists, Machine Maintenance

    Employee specialization – Biochemists,
    Bio-pharmacologists, Research Scientists,
    Engineers, Program Managers, Supply

    operators, inspectors

    Other key positions include
    Information Technology Business
    Analysts, Information Technology
    Specialists, Cost Accountants, Safety
    Specialists, Sales Managers, On site
    Client Managers, Media,
    Communications and Media
    Specialists.

    Diverse workforce with broad range in
    age.

    Customer Facing – Temporary Labor
    assigned to client sites, such as
    Assemblers, Administrative
    Assistants, and Clerks, as well as
    Sales Managers, Solution Managers,
    and On-site client Managers

    Technicians, Machine Operators,
    Manufacturing Technicians, Assemblers,
    Materials Handlers.

    Other key positions include Information
    Technology Manager, HR Manager, Plant
    Manager, Finance Manager, Safety
    Manager

    Older diverse workforce with long service.

    Customer Facing – Sales Manager,
    Quality Manager, Engineering Manager,
    Plant Manager

    Chain Managers, Information Technology,
    Clinical Affairs, Medical Officers,
    Regulatory Specialists.

    Diverse and global workforce.
    Collaborative. Team focused. Recent
    graduates with PhD, MS degrees. Younger
    workforce.

    Customer Facing – Sales Managers,
    Marketing Managers, Research Managers,
    Clinical Managers, Quality Managers,
    Medical Officers, Regulatory Managers

    Copyright Post University 2022, All Rights Reserved

    External labor
    market
    availability

    The labor market is not readily
    available. Competition with other
    companies is fierce.

    Machine Operators and Assemblers are
    recruited locally but difficult to find.
    Specialized engineering skills are difficult
    to find locally and recruiting comes from
    out of state or up to 35 miles outside the
    facility.

    High demand for high tech talent. Most of
    the company facilities are located in urban
    areas near universities. Supply of talent is
    available but the company competes with
    several large biopharma industries
    throughout the US.

    **## HRM307CaseStudiesJune2021.pdf**

    Copyright Post University 2022, All Rights Reserved

    Select a hypothetical company (Workforce Solutions Services, Inc., Global Braking Components Corp., or Worldglobe Biotech Corp.) from one of
    the columns below which interests you. You will use this case study to apply your learning in Unit 3, 5, and 7.

    Company
    Name
    Vision

    Workforce Solutions Services Inc.
    (WSS)
    Making HR Easier

    Global Braking Components Corp.
    (GBC)
    Designing and Producing a World Class
    Product

    Worldglobe Biotech Corp.
    (WBC)
    Developing the Next Generation of Biotech
    Solutions

    Industry –
    Product

    Service – Staffing and Workforce
    Solutions

    Manufacturing – Automotive components Research – Biotech and Pharmaceuticals

    # Employees 5,000 employees – US and Canada

    Temporary and permanent staffing,
    outsourcing, and innovative workforce
    solutions (payroll, on site workforce
    management, recruiting, temporary
    solutions, outplacement).

    200 employees – Global manufacturing – 5
    locations

    Braking component supplier to US
    automotive manufacturers.

    10,000 employees – Global
    Biotechnology and pharmaceuticals.

    Financial
    Overview

    Modestly Profitable
    20% profit margins

    Low Profitability
    8% profit margins

    Very Profitable
    40% profit margins

    HRM307 – Compensation &
    Benefits

    Case Studies

    Copyright Post University 2022, All Rights Reserved

    Strategic
    Emphasis

    Acquiring new customers.
    Experimentation and searching for
    opportunities are valued.

    Acquire new resources.
    Obtain new opportunities.
    Differentiation.
    Continuous Development.
    Transformational changes to the
    market.
    Focus on growth – expand service
    offerings.
    Long term approach. Increase market
    share.

    Permanence and stability. Efficiency,
    control and smooth operations are
    important.

    Improve Quality. Increase sales/reduce
    cost. Reduce safety incidents. Increase
    operational efficiency. Maintain key
    customers and markets and increase sales
    in current market space.
    Short term approach – investor owned.
    Sell the business.

    Competitive actions and achievement.
    Hitting stretch targets and winning in the
    marketplace are dominant.

    Increase market share. Develop new
    customers. Deliver new products to the
    market. Increase profitability. Obtain goals

    Market Service differentiation Low product cost Product differentiation
    Position Provide new solutions to the customer Product centered

    Manage the customer
    Customer centered

    Objectives An organization that focuses on
    selling product bundles/systems.
    They deliver products and services as
    a package

    An organization that is focused on
    producing and selling excellent products
    (basic philosophy is customers will buy
    product because it is the best in the
    marketplace)

    An organization that is aware of their
    customers and knows to whom they are
    selling and segments their customers and
    tailors marketing campaigns by segment.
    Looks for cross selling opportunities.

    Competitors Many competitors Steady competition Few competitors
    Criteria for
    Success

    The organization defines success on
    the basis of having the most unique or
    newest services. It is a service leader
    and innovator. Goal is to outpace and
    outperform the competition with new
    opportunities, provide unique cutting-
    edge workforce solutions

    The organization defines success on the
    basis of efficiency. Dependable delivery,
    smooth scheduling and low-cost
    production are critical.

    The organization defines success on the
    basis of winning in the
    marketplace and outpacing the competition.
    Competitive market leadership is key.

    Organization
    Culture

    Commitment to innovation and
    development. There is an emphasis
    on being on the cutting edge.

    Risk Taking, Performance, Long Term
    Thinking, Unstructured Environment,
    Flexible, Creative, Shared Decision
    Making, Freedom to Act.

    Formal rules and policies. Maintaining a
    smooth-running organization is important.

    Stability, Management Control, Structure,
    Hierarchy, Centralized Decision Making,
    Process Focused, Formal Planning and
    Approvals, Internal
    Consistency/Uniformity, Timeliness,
    Organization

    Emphasis on achievement and goal
    accomplishment. Aggressiveness and
    winning are common themes.

    Customer Focus, Results Oriented,
    Diversity, Innovation,
    Learning/Development, Personal Growth,
    High Performance, Collaboration.

    Copyright Post University 2022, All Rights Reserved

    Dominant
    Characteristics

    The organization is a very dynamic
    entrepreneurial place.
    People are willing to stick their necks
    out and take risks.

    The organization is a very controlled and
    structured place.
    Formal procedures generally govern what
    people do.

    The organization is very results oriented. A
    major concern is with getting the job done.
    People are very competitive and
    achievement oriented.

    Leadership The leadership in the organization is
    generally considered to exemplify
    entrepreneurship, innovating, or risk
    taking.

    The leadership in the organization is
    generally considered to exemplify
    coordinating, organizing, or smooth-
    running efficiency.

    The leadership in the organization is
    generally considered to exemplify a no-
    nonsense, aggressive, results-oriented
    focus.

    Management
    of employees

    The management style in the
    organization is characterized by
    individual risk-taking, innovation,
    freedom, and uniqueness.

    The management style in the organization
    is characterized by security of
    employment, conformity, predictability, and
    stability in relationships.

    The management style in the organization
    is characterized by hard-driving
    competitiveness, high demands, and
    achievement.

    Values Honesty, Diversity, High Performance,
    Innovation, Risk Taking, Learning,
    Balance, Flexibility

    Integrity, Results, Continuous
    Improvement, Problem Solving,
    Accountability

    Trust, Respect, High Performance,
    Expertise, Creativity, Problem Solving,
    Results

    Workforce
    Description

    Employee specialization – Temporary
    labor which includes clerical,
    administrative, assemblers, machine

    Employee specialization – Manufacturing
    Engineers, Material Planners, Operations
    Specialists, Machine Maintenance

    Employee specialization – Biochemists,
    Bio-pharmacologists, Research Scientists,
    Engineers, Program Managers, Supply

    operators, inspectors

    Other key positions include
    Information Technology Business
    Analysts, Information Technology
    Specialists, Cost Accountants, Safety
    Specialists, Sales Managers, On site
    Client Managers, Media,
    Communications and Media
    Specialists.

    Diverse workforce with broad range in
    age.

    Customer Facing – Temporary Labor
    assigned to client sites, such as
    Assemblers, Administrative
    Assistants, and Clerks, as well as
    Sales Managers, Solution Managers,
    and On-site client Managers

    Technicians, Machine Operators,
    Manufacturing Technicians, Assemblers,
    Materials Handlers.

    Other key positions include Information
    Technology Manager, HR Manager, Plant
    Manager, Finance Manager, Safety
    Manager

    Older diverse workforce with long service.

    Customer Facing – Sales Manager,
    Quality Manager, Engineering Manager,
    Plant Manager

    Chain Managers, Information Technology,
    Clinical Affairs, Medical Officers,
    Regulatory Specialists.

    Diverse and global workforce.
    Collaborative. Team focused. Recent
    graduates with PhD, MS degrees. Younger
    workforce.

    Customer Facing – Sales Managers,
    Marketing Managers, Research Managers,
    Clinical Managers, Quality Managers,
    Medical Officers, Regulatory Managers

    Copyright Post University 2022, All Rights Reserved

    External labor
    market
    availability

    The labor market is not readily
    available. Competition with other
    companies is fierce.

    Machine Operators and Assemblers are
    recruited locally but difficult to find.
    Specialized engineering skills are difficult
    to find locally and recruiting comes from
    out of state or up to 35 miles outside the
    facility.

    High demand for high tech talent. Most of
    the company facilities are located in urban
    areas near universities. Supply of talent is
    available but the company competes with
    several large biopharma industries
    throughout the US.

    **## Unit5casestudy.pdf**

    Copyright Post University 2022, All Rights Reserved

    Due Date: 11:59 pm EST, Sunday of Unit 5
    Points: 100

    Overview:

    To understand how to design a comprehensive compensation strategy, you will apply
    your learning to the selected case study.

    Instructions:

    Continue with the same company you selected for Case Study 1 analysis.

    • Record your name, the date, and the company name you have chosen for your
    case study on the title page of your paper.

    Take time to read and review Chapters 5-8 to answer these questions.

    Answer the following questions for the case study you have chosen. Read all aspects of
    your case study carefully. Please make sure you address each question thoroughly and
    clearly. Each question should be at least 2-3 paragraphs to illustrate your
    understanding. Review the grading rubric before writing your paper.

    1) Review the Workforce Description in the case study you have selected. Select a
    Customer Facing position in the Workforce Description (EXCLUDE SALES). If
    you had to perform a job analysis on this position, how would you do it? Be
    specific.

    2) What type of structure (Job-based, Skill-based, Competency-based, Blended)
    would best fit your organization and why?

    3) What job evaluation method would you use to determine your positions' relative
    worth to develop the internal hierarchy, equity, and external competitiveness?
    Why?

    4) If you were to design a Competency-Based pay structure, what are the most
    important (core) competencies (select the top five) you would choose for your
    organization and why? What are the advantages of a competency-based pay
    system? What are the disadvantages?

    HRM307 – Compensation &
    Benefits
    Case Study 2

    Copyright Post University 2022, All Rights Reserved

    5) What are the factors that shape your organization's external competitiveness to
    recruit and retain employees? Discuss your specific labor market factors (supply
    and demand), product market factors (competition and product demand), and the
    organization factors (industry, strategy, size, etc.). From this information and your
    organizations' ability to pay, where would you position your organization's overall
    competitive pay policy (lead, market, or lag) and why?

    6) If you were going to select jobs to include in a benchmark survey to ensure that
    your pay is competitive, which jobs would you choose and why (review
    Workforce Description)?

    7) In designing your internal pay structure, would you design pay ranges and
    grades, OR broadbands, and why?

    Requirements:

    • Submit a Word document in APA format (double spaced with references and
    APA in text citations).

    • Maximum 6 pages in length, excluding the Title and Reference pages.
    • At least two resources.

    Be sure to read the criteria below by which your work will be evaluated before
    you write and again after you write.

    Copyright Post University 2022, All Rights Reserved

    Evaluation Rubric for Case Study 2

    CRITERIA Deficient Needs
    Improvement

    Proficient Exemplary

    0 – 17 points 18 – 23 points 24 – 29
    points

    30 points

    Relevance Does not
    understand
    each question
    nor its
    relevance to
    the learning
    material

    Generally,
    understands
    each question
    and its relevance
    to the learning
    material

    Mostly
    understands
    each
    question and
    its relevance
    to the
    learning
    material

    Completely
    understands
    each question
    and its
    relevance to
    the learning
    material

    Complete and
    Concise

    Fails to answer
    each question
    thoroughly and
    concisely

    Somewhat
    answers each
    question
    thoroughly and
    concisely

    Mostly
    answers
    each
    question
    thoroughly
    and concisely

    Thoroughly
    answers each
    question
    completely and
    concisely

    Support Fails to provide
    relevant
    examples
    and/or sources
    supporting
    each answer

    Generally, it
    provides relevant
    examples and/or
    sources
    supporting each
    answer

    Mostly
    provides
    relevant
    examples
    and/or
    sources
    supporting
    each answer

    Completely
    provides
    relevant
    examples
    and/or sources
    supporting
    each answer

    0 – 5 points 6 – 7 points 8 – 9 points 10 points
    Clear and
    Professional
    Writing and
    APA Format

    Errors impede
    professional
    presentation;
    guidelines not
    followed.

    Significant errors
    that do not
    impede
    professional
    presentation.

    Few errors
    that do not
    impede
    professional
    presentation.

    Writing and
    format are
    clear,
    professional,
    APA compliant,
    and error-free.

    – Overview:
    – Instructions:
    – Requirements:
    – Evaluation Rubric for Case Study 2

    **## HRM307CaseStudiesJune2021.pdf**

    Copyright Post University 2022, All Rights Reserved

    Select a hypothetical company (Workforce Solutions Services, Inc., Global Braking Components Corp., or Worldglobe Biotech Corp.) from one of
    the columns below which interests you. You will use this case study to apply your learning in Unit 3, 5, and 7.

    Company
    Name
    Vision

    Workforce Solutions Services Inc.
    (WSS)
    Making HR Easier

    Global Braking Components Corp.
    (GBC)
    Designing and Producing a World Class
    Product

    Worldglobe Biotech Corp.
    (WBC)
    Developing the Next Generation of Biotech
    Solutions

    Industry –
    Product

    Service – Staffing and Workforce
    Solutions

    Manufacturing – Automotive components Research – Biotech and Pharmaceuticals

    # Employees 5,000 employees – US and Canada

    Temporary and permanent staffing,
    outsourcing, and innovative workforce
    solutions (payroll, on site workforce
    management, recruiting, temporary
    solutions, outplacement).

    200 employees – Global manufacturing – 5
    locations

    Braking component supplier to US
    automotive manufacturers.

    10,000 employees – Global
    Biotechnology and pharmaceuticals.

    Financial
    Overview

    Modestly Profitable
    20% profit margins

    Low Profitability
    8% profit margins

    Very Profitable
    40% profit margins

    HRM307 – Compensation &
    Benefits

    Case Studies

    Copyright Post University 2022, All Rights Reserved

    Strategic
    Emphasis

    Acquiring new customers.
    Experimentation and searching for
    opportunities are valued.

    Acquire new resources.
    Obtain new opportunities.
    Differentiation.
    Continuous Development.
    Transformational changes to the
    market.
    Focus on growth – expand service
    offerings.
    Long term approach. Increase market
    share.

    Permanence and stability. Efficiency,
    control and smooth operations are
    important.

    Improve Quality. Increase sales/reduce
    cost. Reduce safety incidents. Increase
    operational efficiency. Maintain key
    customers and markets and increase sales
    in current market space.
    Short term approach – investor owned.
    Sell the business.

    Competitive actions and achievement.
    Hitting stretch targets and winning in the
    marketplace are dominant.

    Increase market share. Develop new
    customers. Deliver new products to the
    market. Increase profitability. Obtain goals

    Market Service differentiation Low product cost Product differentiation
    Position Provide new solutions to the customer Product centered

    Manage the customer
    Customer centered

    Objectives An organization that focuses on
    selling product bundles/systems.
    They deliver products and services as
    a package

    An organization that is focused on
    producing and selling excellent products
    (basic philosophy is customers will buy
    product because it is the best in the
    marketplace)

    An organization that is aware of their
    customers and knows to whom they are
    selling and segments their customers and
    tailors marketing campaigns by segment.
    Looks for cross selling opportunities.

    Competitors Many competitors Steady competition Few competitors
    Criteria for
    Success

    The organization defines success on
    the basis of having the most unique or
    newest services. It is a service leader
    and innovator. Goal is to outpace and
    outperform the competition with new
    opportunities, provide unique cutting-
    edge workforce solutions

    The organization defines success on the
    basis of efficiency. Dependable delivery,
    smooth scheduling and low-cost
    production are critical.

    The organization defines success on the
    basis of winning in the
    marketplace and outpacing the competition.
    Competitive market leadership is key.

    Organization
    Culture

    Commitment to innovation and
    development. There is an emphasis
    on being on the cutting edge.

    Risk Taking, Performance, Long Term
    Thinking, Unstructured Environment,
    Flexible, Creative, Shared Decision
    Making, Freedom to Act.

    Formal rules and policies. Maintaining a
    smooth-running organization is important.

    Stability, Management Control, Structure,
    Hierarchy, Centralized Decision Making,
    Process Focused, Formal Planning and
    Approvals, Internal
    Consistency/Uniformity, Timeliness,
    Organization

    Emphasis on achievement and goal
    accomplishment. Aggressiveness and
    winning are common themes.

    Customer Focus, Results Oriented,
    Diversity, Innovation,
    Learning/Development, Personal Growth,
    High Performance, Collaboration.

    Copyright Post University 2022, All Rights Reserved

    Dominant
    Characteristics

    The organization is a very dynamic
    entrepreneurial place.
    People are willing to stick their necks
    out and take risks.

    The organization is a very controlled and
    structured place.
    Formal procedures generally govern what
    people do.

    The organization is very results oriented. A
    major concern is with getting the job done.
    People are very competitive and
    achievement oriented.

    Leadership The leadership in the organization is
    generally considered to exemplify
    entrepreneurship, innovating, or risk
    taking.

    The leadership in the organization is
    generally considered to exemplify
    coordinating, organizing, or smooth-
    running efficiency.

    The leadership in the organization is
    generally considered to exemplify a no-
    nonsense, aggressive, results-oriented
    focus.

    Management
    of employees

    The management style in the
    organization is characterized by
    individual risk-taking, innovation,
    freedom, and uniqueness.

    The management style in the organization
    is characterized by security of
    employment, conformity, predictability, and
    stability in relationships.

    The management style in the organization
    is characterized by hard-driving
    competitiveness, high demands, and
    achievement.

    Values Honesty, Diversity, High Performance,
    Innovation, Risk Taking, Learning,
    Balance, Flexibility

    Integrity, Results, Continuous
    Improvement, Problem Solving,
    Accountability

    Trust, Respect, High Performance,
    Expertise, Creativity, Problem Solving,
    Results

    Workforce
    Description

    Employee specialization – Temporary
    labor which includes clerical,
    administrative, assemblers, machine

    Employee specialization – Manufacturing
    Engineers, Material Planners, Operations
    Specialists, Machine Maintenance

    Employee specialization – Biochemists,
    Bio-pharmacologists, Research Scientists,
    Engineers, Program Managers, Supply

    operators, inspectors

    Other key positions include
    Information Technology Business
    Analysts, Information Technology
    Specialists, Cost Accountants, Safety
    Specialists, Sales Managers, On site
    Client Managers, Media,
    Communications and Media
    Specialists.

    Diverse workforce with broad range in
    age.

    Customer Facing – Temporary Labor
    assigned to client sites, such as
    Assemblers, Administrative
    Assistants, and Clerks, as well as
    Sales Managers, Solution Managers,
    and On-site client Managers

    Technicians, Machine Operators,
    Manufacturing Technicians, Assemblers,
    Materials Handlers.

    Other key positions include Information
    Technology Manager, HR Manager, Plant
    Manager, Finance Manager, Safety
    Manager

    Older diverse workforce with long service.

    Customer Facing – Sales Manager,
    Quality Manager, Engineering Manager,
    Plant Manager

    Chain Managers, Information Technology,
    Clinical Affairs, Medical Officers,
    Regulatory Specialists.

    Diverse and global workforce.
    Collaborative. Team focused. Recent
    graduates with PhD, MS degrees. Younger
    workforce.

    Customer Facing – Sales Managers,
    Marketing Managers, Research Managers,
    Clinical Managers, Quality Managers,
    Medical Officers, Regulatory Managers

    Copyright Post University 2022, All Rights Reserved

    External labor
    market
    availability

    The labor market is not readily
    available. Competition with other
    companies is fierce.

    Machine Operators and Assemblers are
    recruited locally but difficult to find.
    Specialized engineering skills are difficult
    to find locally and recruiting comes from
    out of state or up to 35 miles outside the
    facility.

    High demand for high tech talent. Most of
    the company facilities are located in urban
    areas near universities. Supply of talent is
    available but the company competes with
    several large biopharma industries
    throughout the US.

    **## Unit5casestudy.pdf**

    Copyright Post University 2022, All Rights Reserved

    Due Date: 11:59 pm EST, Sunday of Unit 5
    Points: 100

    Overview:

    To understand how to design a comprehensive compensation strategy, you will apply
    your learning to the selected case study.

    Instructions:

    Continue with the same company you selected for Case Study 1 analysis.

    • Record your name, the date, and the company name you have chosen for your
    case study on the title page of your paper.

    Take time to read and review Chapters 5-8 to answer these questions.

    Answer the following questions for the case study you have chosen. Read all aspects of
    your case study carefully. Please make sure you address each question thoroughly and
    clearly. Each question should be at least 2-3 paragraphs to illustrate your
    understanding. Review the grading rubric before writing your paper.

    1) Review the Workforce Description in the case study you have selected. Select a
    Customer Facing position in the Workforce Description (EXCLUDE SALES). If
    you had to perform a job analysis on this position, how would you do it? Be
    specific.

    2) What type of structure (Job-based, Skill-based, Competency-based, Blended)
    would best fit your organization and why?

    3) What job evaluation method would you use to determine your positions' relative
    worth to develop the internal hierarchy, equity, and external competitiveness?
    Why?

    4) If you were to design a Competency-Based pay structure, what are the most
    important (core) competencies (select the top five) you would choose for your
    organization and why? What are the advantages of a competency-based pay
    system? What are the disadvantages?

    HRM307 – Compensation &
    Benefits
    Case Study 2

    Copyright Post University 2022, All Rights Reserved

    5) What are the factors that shape your organization's external competitiveness to
    recruit and retain employees? Discuss your specific labor market factors (supply
    and demand), product market factors (competition and product demand), and the
    organization factors (industry, strategy, size, etc.). From this information and your
    organizations' ability to pay, where would you position your organization's overall
    competitive pay policy (lead, market, or lag) and why?

    6) If you were going to select jobs to include in a benchmark survey to ensure that
    your pay is competitive, which jobs would you choose and why (review
    Workforce Description)?

    7) In designing your internal pay structure, would you design pay ranges and
    grades, OR broadbands, and why?

    Requirements:

    • Submit a Word document in APA format (double spaced with references and
    APA in text citations).

    • Maximum 6 pages in length, excluding the Title and Reference pages.
    • At least two resources.

    Be sure to read the criteria below by which your work will be evaluated before
    you write and again after you write.

    Copyright Post University 2022, All Rights Reserved

    Evaluation Rubric for Case Study 2

    CRITERIA Deficient Needs
    Improvement

    Proficient Exemplary

    0 – 17 points 18 – 23 points 24 – 29
    points

    30 points

    Relevance Does not
    understand
    each question
    nor its
    relevance to
    the learning
    material

    Generally,
    understands
    each question
    and its relevance
    to the learning
    material

    Mostly
    understands
    each
    question and
    its relevance
    to the
    learning
    material

    Completely
    understands
    each question
    and its
    relevance to
    the learning
    material

    Complete and
    Concise

    Fails to answer
    each question
    thoroughly and
    concisely

    Somewhat
    answers each
    question
    thoroughly and
    concisely

    Mostly
    answers
    each
    question
    thoroughly
    and concisely

    Thoroughly
    answers each
    question
    completely and
    concisely

    Support Fails to provide
    relevant
    examples
    and/or sources
    supporting
    each answer

    Generally, it
    provides relevant
    examples and/or
    sources
    supporting each
    answer

    Mostly
    provides
    relevant
    examples
    and/or
    sources
    supporting
    each answer

    Completely
    provides
    relevant
    examples
    and/or sources
    supporting
    each answer

    0 – 5 points 6 – 7 points 8 – 9 points 10 points
    Clear and
    Professional
    Writing and
    APA Format

    Errors impede
    professional
    presentation;
    guidelines not
    followed.

    Significant errors
    that do not
    impede
    professional
    presentation.

    Few errors
    that do not
    impede
    professional
    presentation.

    Writing and
    format are
    clear,
    professional,
    APA compliant,
    and error-free.

    – Overview:
    – Instructions:
    – Requirements:
    – Evaluation Rubric for Case Study 2

    **## HRM307CaseStudiesJune2021.pdf**

    Copyright Post University 2022, All Rights Reserved

    Select a hypothetical company (Workforce Solutions Services, Inc., Global Braking Components Corp., or Worldglobe Biotech Corp.) from one of
    the columns below which interests you. You will use this case study to apply your learning in Unit 3, 5, and 7.

    Company
    Name
    Vision

    Workforce Solutions Services Inc.
    (WSS)
    Making HR Easier

    Global Braking Components Corp.
    (GBC)
    Designing and Producing a World Class
    Product

    Worldglobe Biotech Corp.
    (WBC)
    Developing the Next Generation of Biotech
    Solutions

    Industry –
    Product

    Service – Staffing and Workforce
    Solutions

    Manufacturing – Automotive components Research – Biotech and Pharmaceuticals

    # Employees 5,000 employees – US and Canada

    Temporary and permanent staffing,
    outsourcing, and innovative workforce
    solutions (payroll, on site workforce
    management, recruiting, temporary
    solutions, outplacement).

    200 employees – Global manufacturing – 5
    locations

    Braking component supplier to US
    automotive manufacturers.

    10,000 employees – Global
    Biotechnology and pharmaceuticals.

    Financial
    Overview

    Modestly Profitable
    20% profit margins

    Low Profitability
    8% profit margins

    Very Profitable
    40% profit margins

    HRM307 – Compensation &
    Benefits

    Case Studies

    Copyright Post University 2022, All Rights Reserved

    Strategic
    Emphasis

    Acquiring new customers.
    Experimentation and searching for
    opportunities are valued.

    Acquire new resources.
    Obtain new opportunities.
    Differentiation.
    Continuous Development.
    Transformational changes to the
    market.
    Focus on growth – expand service
    offerings.
    Long term approach. Increase market
    share.

    Permanence and stability. Efficiency,
    control and smooth operations are
    important.

    Improve Quality. Increase sales/reduce
    cost. Reduce safety incidents. Increase
    operational efficiency. Maintain key
    customers and markets and increase sales
    in current market space.
    Short term approach – investor owned.
    Sell the business.

    Competitive actions and achievement.
    Hitting stretch targets and winning in the
    marketplace are dominant.

    Increase market share. Develop new
    customers. Deliver new products to the
    market. Increase profitability. Obtain goals

    Market Service differentiation Low product cost Product differentiation
    Position Provide new solutions to the customer Product centered

    Manage the customer
    Customer centered

    Objectives An organization that focuses on
    selling product bundles/systems.
    They deliver products and services as
    a package

    An organization that is focused on
    producing and selling excellent products
    (basic philosophy is customers will buy
    product because it is the best in the
    marketplace)

    An organization that is aware of their
    customers and knows to whom they are
    selling and segments their customers and
    tailors marketing campaigns by segment.
    Looks for cross selling opportunities.

    Competitors Many competitors Steady competition Few competitors
    Criteria for
    Success

    The organization defines success on
    the basis of having the most unique or
    newest services. It is a service leader
    and innovator. Goal is to outpace and
    outperform the competition with new
    opportunities, provide unique cutting-
    edge workforce solutions

    The organization defines success on the
    basis of efficiency. Dependable delivery,
    smooth scheduling and low-cost
    production are critical.

    The organization defines success on the
    basis of winning in the
    marketplace and outpacing the competition.
    Competitive market leadership is key.

    Organization
    Culture

    Commitment to innovation and
    development. There is an emphasis
    on being on the cutting edge.

    Risk Taking, Performance, Long Term
    Thinking, Unstructured Environment,
    Flexible, Creative, Shared Decision
    Making, Freedom to Act.

    Formal rules and policies. Maintaining a
    smooth-running organization is important.

    Stability, Management Control, Structure,
    Hierarchy, Centralized Decision Making,
    Process Focused, Formal Planning and
    Approvals, Internal
    Consistency/Uniformity, Timeliness,
    Organization

    Emphasis on achievement and goal
    accomplishment. Aggressiveness and
    winning are common themes.

    Customer Focus, Results Oriented,
    Diversity, Innovation,
    Learning/Development, Personal Growth,
    High Performance, Collaboration.

    Copyright Post University 2022, All Rights Reserved

    Dominant
    Characteristics

    The organization is a very dynamic
    entrepreneurial place.
    People are willing to stick their necks
    out and take risks.

    The organization is a very controlled and
    structured place.
    Formal procedures generally govern what
    people do.

    The organization is very results oriented. A
    major concern is with getting the job done.
    People are very competitive and
    achievement oriented.

    Leadership The leadership in the organization is
    generally considered to exemplify
    entrepreneurship, innovating, or risk
    taking.

    The leadership in the organization is
    generally considered to exemplify
    coordinating, organizing, or smooth-
    running efficiency.

    The leadership in the organization is
    generally considered to exemplify a no-
    nonsense, aggressive, results-oriented
    focus.

    Management
    of employees

    The management style in the
    organization is characterized by
    individual risk-taking, innovation,
    freedom, and uniqueness.

    The management style in the organization
    is characterized by security of
    employment, conformity, predictability, and
    stability in relationships.

    The management style in the organization
    is characterized by hard-driving
    competitiveness, high demands, and
    achievement.

    Values Honesty, Diversity, High Performance,
    Innovation, Risk Taking, Learning,
    Balance, Flexibility

    Integrity, Results, Continuous
    Improvement, Problem Solving,
    Accountability

    Trust, Respect, High Performance,
    Expertise, Creativity, Problem Solving,
    Results

    Workforce
    Description

    Employee specialization – Temporary
    labor which includes clerical,
    administrative, assemblers, machine

    Employee specialization – Manufacturing
    Engineers, Material Planners, Operations
    Specialists, Machine Maintenance

    Employee specialization – Biochemists,
    Bio-pharmacologists, Research Scientists,
    Engineers, Program Managers, Supply

    operators, inspectors

    Other key positions include
    Information Technology Business
    Analysts, Information Technology
    Specialists, Cost Accountants, Safety
    Specialists, Sales Managers, On site
    Client Managers, Media,
    Communications and Media
    Specialists.

    Diverse workforce with broad range in
    age.

    Customer Facing – Temporary Labor
    assigned to client sites, such as
    Assemblers, Administrative
    Assistants, and Clerks, as well as
    Sales Managers, Solution Managers,
    and On-site client Managers

    Technicians, Machine Operators,
    Manufacturing Technicians, Assemblers,
    Materials Handlers.

    Other key positions include Information
    Technology Manager, HR Manager, Plant
    Manager, Finance Manager, Safety
    Manager

    Older diverse workforce with long service.

    Customer Facing – Sales Manager,
    Quality Manager, Engineering Manager,
    Plant Manager

    Chain Managers, Information Technology,
    Clinical Affairs, Medical Officers,
    Regulatory Specialists.

    Diverse and global workforce.
    Collaborative. Team focused. Recent
    graduates with PhD, MS degrees. Younger
    workforce.

    Customer Facing – Sales Managers,
    Marketing Managers, Research Managers,
    Clinical Managers, Quality Managers,
    Medical Officers, Regulatory Managers

    Copyright Post University 2022, All Rights Reserved

    External labor
    market
    availability

    The labor market is not readily
    available. Competition with other
    companies is fierce.

    Machine Operators and Assemblers are
    recruited locally but difficult to find.
    Specialized engineering skills are difficult
    to find locally and recruiting comes from
    out of state or up to 35 miles outside the
    facility.

    High demand for high tech talent. Most of
    the company facilities are located in urban
    areas near universities. Supply of talent is
    available but the company competes with
    several large biopharma industries
    throughout the US.

  • [Solved] PRE LAB

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    ## Dropbox: Exp. 3 Pre-Lab (Ziploc) [**Previous**](https://clayton.view.usg.edu/d2l/le/content/3242047/navigateContent/846/Previous?pId=66333400 "Previous ") [**Next**](https://clayton.view.usg.edu/d2l/le/content/3242047/navigateContent/846/Next?pId=66333400 "Next") ### **Instructions** Please **sub…

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    ## Dropbox: Exp. 3 Pre-Lab (Ziploc)

    [**Previous**](https://clayton.view.usg.edu/d2l/le/content/3242047/navigateContent/846/Previous?pId=66333400 "Previous ") [**Next**](https://clayton.view.usg.edu/d2l/le/content/3242047/navigateContent/846/Next?pId=66333400 "Next")

    ### **Instructions**

    Please **submit a Word document (not PDF)** containing your objective for this experiment to this dropbox by the due date shown above.

    – 2 years ago

  • [Solved] Review

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    need help with evaluating the following journal article (one page, single-spaced) based on material learned in class. The article to review is: Kaufmann, W. & Tummers, L. (2017). The negative effect of red tape on procedural satisfaction. _Public Management Review, 19_(9), 1311-1327. – [\ \ Theneg…

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    Assignment Prompt & Instructions

    need help with

    evaluating the following journal article (one page, single-spaced) based on material learned in class. The article to review is:

    Kaufmann, W. & Tummers, L. (2017). The negative effect of red tape on procedural satisfaction. _Public Management Review, 19_(9), 1311-1327.

    – [\
    \
    Thenegativeeffectofredtapeonproceduralsatisfaction.pdf](https://www.sweetstudy.com/files/thenegativeeffectofredtapeonproceduralsatisfaction-pdf "Thenegativeeffectofredtapeonproceduralsatisfaction.pdf")

    – 2 years ago

  • [Solved] Redo

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    asked you to prepare the 2nd phase of the IR and include the following: 1. Describe their literature search strategy and criteria related to the “Review Question”. 1. 1-2 paragraphs 2. Identify literature search inclusion/exclusion criteria. 1. At least 2-3 inclusion criteria linked to the RQ. 2. At…

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    Assignment Prompt & Instructions

    asked you to prepare the 2nd phase of the IR and include the following:

    1. Describe their literature search strategy and criteria related to the “Review Question”.
    1. 1-2 paragraphs
    2. Identify literature search inclusion/exclusion criteria.
    1. At least 2-3 inclusion criteria linked to the RQ.
    2. At least 2-3 exclusion criteria linked to the RQ.
    3. Perform a quality appraisal of evidence that meets the search inclusion criteria.
    1. At least 3-5 empirical sources
    2. At least 3-5 non-empirical sources
    4. List the quality appraisal result in the appendix and save all pdf evidence and evaluations.
    1. There should be 6-10 pdf sources submitted along with their quality appraisal.
    5. Discuss the quality appraisal results and submit all evidence and evaluations.

    your quality appraisal portion needs to be expanded on to show similarities and differences in your chosen articles and need to use 6-10 articles- only 5 were here ( adding)

    – [\
    \
    Redo.docx](https://www.sweetstudy.com/files/redo-docx-10183599 "Redo.docx")

    – 2 years ago

  • [Solved] Structure

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    [>Operations Management homework help](https://www.sweetstudy.com/fields/business-finance-operations-management) see attached – 2 years ago **files (1)** – ## OrgStructure.docx **## OrgStructure.docx** **The purpose of this assignment is to have the student identify and analyze various organizationa…

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    Assignment Prompt & Instructions

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

    see attached

    – 2 years ago

    **files (1)**

    – ## OrgStructure.docx

    **## OrgStructure.docx**

    **The purpose of this assignment is to have the student identify and analyze various organizational structures, along with how structure impacts work and organizational culture.**

    **Using class material from the past weeks/modules, trade sources, and research-based articles from the online library, develop a 6-8-page research paper that addresses the relationship of structure to culture in creating an effective and efficient place to work. For this assignment, you will evaluate the strategies managers can utilize to impact organizational structure and culture. Address the following in your paper:**

    · Compare and contrast good (pick two) and not-so-good organizations (total of four organizations).  You can select from the best places to work (Forbes, Glassdoor, etc.). Research and describe each organizations' structures and cultures.

    · Evaluate organizational structure in a global, domestic, service, or industrial setting.  Consider how each differs in regards to the mission, management decision-making,  and workflow.

    · Analyze why the structure and culture work well in those organizations that are deemed the best places to work.

    · Identify
    **three strategic ways a manager** could improve the interface of structure and culture.

    · Finally, many large organizations are trying to transition to smaller more flexible structures.
    **Identify three management strategies** that can make a bureaucratic organization a more team-oriented, collaborative, and inclusive culture.

    · Use at least
    **three scholarly articles** and other professional sources to support your work.

    **How do I set up the paper?** Title Page, Introduction, the body of the paper, conclusion, and a reference list. Use headers! Must use in-text citations for all references.
    [APA Format Sample Paper](https://nam11.safelinks.protection.outlook.com/?url=https%3A%2F%2Fowl.purdue.edu%2Fowl%2Fresearch_and_citation%2Fapa_style%2Fapa_formatting_and_style_guide%2Fapa_sample_paper.html&data=04%7C01%7Cakila.nayak%40faculty.umgc.edu%7C6c460a7739394129b0ca08d972ed695f%7C704ce3d6a4bf4e098516d52840c9f7a9%7C0%7C0%7C637667186273661636%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=BjN6AkYKqmh6Fe6ONVs8vx7lM9MNIxwgtf%2FYodH3he0%3D&reserved=0)

    · Third-person writing is required. Third-person means that there are no words such as “I, me, my, we, or us” (first-person writing), nor is there use of “you or your” (second-person writing). If uncertain how to write in the third person, view this link:
    [https://www.quickanddirtytips.com/education/grammar/first-second-and-third-person](https://www.quickanddirtytips.com/education/grammar/first-second-and-third-person) .

    · Contractions are not used in business writing, so the expectation is that students do not use contractions in assignments.

    · Paraphrase from relevant sources to show a greater understanding of the topics. Limit quotes, though when used explain their significance. Provide the page or paragraph number as appropriate. Note that a reference within a reference list cannot exist without an associated in-text citation and vice versa.

    **## OrgStructure.docx**

    **The purpose of this assignment is to have the student identify and analyze various organizational structures, along with how structure impacts work and organizational culture.**

    **Using class material from the past weeks/modules, trade sources, and research-based articles from the online library, develop a 6-8-page research paper that addresses the relationship of structure to culture in creating an effective and efficient place to work. For this assignment, you will evaluate the strategies managers can utilize to impact organizational structure and culture. Address the following in your paper:**

    · Compare and contrast good (pick two) and not-so-good organizations (total of four organizations).  You can select from the best places to work (Forbes, Glassdoor, etc.). Research and describe each organizations' structures and cultures.

    · Evaluate organizational structure in a global, domestic, service, or industrial setting.  Consider how each differs in regards to the mission, management decision-making,  and workflow.

    · Analyze why the structure and culture work well in those organizations that are deemed the best places to work.

    · Identify
    **three strategic ways a manager** could improve the interface of structure and culture.

    · Finally, many large organizations are trying to transition to smaller more flexible structures.
    **Identify three management strategies** that can make a bureaucratic organization a more team-oriented, collaborative, and inclusive culture.

    · Use at least
    **three scholarly articles** and other professional sources to support your work.

    **How do I set up the paper?** Title Page, Introduction, the body of the paper, conclusion, and a reference list. Use headers! Must use in-text citations for all references.
    [APA Format Sample Paper](https://nam11.safelinks.protection.outlook.com/?url=https%3A%2F%2Fowl.purdue.edu%2Fowl%2Fresearch_and_citation%2Fapa_style%2Fapa_formatting_and_style_guide%2Fapa_sample_paper.html&data=04%7C01%7Cakila.nayak%40faculty.umgc.edu%7C6c460a7739394129b0ca08d972ed695f%7C704ce3d6a4bf4e098516d52840c9f7a9%7C0%7C0%7C637667186273661636%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6Ik1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=BjN6AkYKqmh6Fe6ONVs8vx7lM9MNIxwgtf%2FYodH3he0%3D&reserved=0)

    · Third-person writing is required. Third-person means that there are no words such as “I, me, my, we, or us” (first-person writing), nor is there use of “you or your” (second-person writing). If uncertain how to write in the third person, view this link:
    [https://www.quickanddirtytips.com/education/grammar/first-second-and-third-person](https://www.quickanddirtytips.com/education/grammar/first-second-and-third-person) .

    · Contractions are not used in business writing, so the expectation is that students do not use contractions in assignments.

    · Paraphrase from relevant sources to show a greater understanding of the topics. Limit quotes, though when used explain their significance. Provide the page or paragraph number as appropriate. Note that a reference within a reference list cannot exist without an associated in-text citation and vice versa.

  • [Solved] help

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    what do I do when the teacher calls on me to solve this equation and I don't know the answer? **x3+y3+z3=k** – 2 years ago – 999999.99

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    Assignment Prompt & Instructions

    what do I do when the teacher calls on me to solve this equation and I don't know the answer?

    **x3+y3+z3=k**

    – 2 years ago
    – 999999.99

  • [Solved] 5-2 project

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    To complete this assignment, review the prompt and grading rubric in the [Project One Guidelines and Rubric](https://learn.snhu.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=1831858&type=content&rcode=snhu-3022340) document. When you have finished your work, submit the assignment here for gradin…

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    Immediate access to the full model answer, formatted citations, and rubric breakdown.

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    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    To complete this assignment, review the prompt and grading rubric in the [Project One Guidelines and Rubric](https://learn.snhu.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=1831858&type=content&rcode=snhu-3022340) document. When you have finished your work, submit the assignment here for grading and instructor feedback.

    – [\
    \
    5-2project.pdf](https://www.sweetstudy.com/files/5-2project-pdf "5-2project.pdf")

    – 2 years ago