Minimum of 2,500 words. Use APA format, and provide a minimum of three peer-reviewed references. Include a minimum of two biblical references in addition to the peer-reviewed references

GRADING CRITERIA

Problem 1. Fiscal Policy. Recessionary Gap. 10 points.

Problem 1. The deduction, if graphs are not used to support the answer or if the graphs are incomplete: 4 points.

Problem 2. Fiscal Policy. Inflationary Gap.            10 points.

Problem 2. The deduction, if graphs are not used to support the answer or if the graphs are incomplete: 4 points.

Problem 3. Monetary Policy. Inflationary Gap.  10 points.

Problem 2. The deduction, if graphs are not used to support the answer or if the graphs are incomplete: 4 points.

Problem 4. Monetary Policy. Recessionary Gap.11 points.

Problem 2. The deduction, if graphs are not used to support the answer or if the graphs are incomplete: 4 points.

Problem 5. Policy Impact.          4 points

In order to complete this task, you will need to write the first half of your final paper. To be successful, a minimum of five (5) pages of substantive content toward your final paper must be submitted in APA format 

Grading Rubric:

Instructions:

Part One:

·        Create Mind Map or infographic that defines at least 7 to 10 characteristics and responsibilities of at least four potential roles of human resources representatives within an organization.

·        Select 1 of the HR roles and research potential jo requirements.

Part Two:

·        Write a 350-500 word job description for the HR role that you have selected.

·        Cite any sources according to APA formatting guidelines.

·        Clickon the Assignment Files tab to submit your Mind Map.

Submit your Mind Map and job description.

Observing the HCM:21 Model, the assumptions around HR’s purview within an organization requires a new paradigm and serious consideration throughout an organization’s leadership structure. In your estimation, what phase of the MCM:21 Model will require the greatest reset of assumptions, processes, and behaviors organizationally?

* Your initial post (approximately 200-250 words) should address each question in the discussion directions and is due by 11:59 PM Central Time on Wednesday.

* Please use at least two appropriate scholarly references formatted in the most current APA format.

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Deliverable 4 – Performance Improvement Plan

Competency

Appraise the workforce relations of an organization to ensure optimal performance.

Scenario

You are an HR Business Partner in a large electronics retailer. The VP of HR has recently implemented a new disciplinary process, which focuses more on performance improvement rather than automatic discipline and censure for behavior and performance issues. The VP of HR created a performance matrix to help guide managers to understand what types of disciplinary actions are appropriate for different infractions. The HR Business Partners have been instructed to use the matrix to coach line managers to better assess what type of disciplinary action should be taken for employee issues, with the use of a performance improvement plan whenever possible.

Your internal portfolio, as an HR Business Partner, includes the household machines division, which focuses on sales of washers and dryers, dishwashers, and other large home appliances. The sales manager of this division has requested assistance from HR in handling a performance problem. One of his employees is an innovative and energetic “star performer,” but becomes angry, defensive, and argumentative if the ideas, suggestions, and proposals he makes require changes or is not implemented. The sales manager has spoken to him once, but no changes have been observed. As the HR Business Partner prepare a coaching memo for the sales manager, which outlines which type of discipline the employee should receive as well as a performance improvement plan (PIP) for the employee.

Instructions

Prepare a coaching memo and a performance improvement plan (PIP), using the organization’s new discipline matrix, for the employee that:

• Provides primary issue/overall concern.
• Explains desired and actual performance.
• Demonstrates the impact (the sound business reasons why the problem must be solved).
• Demonstrates the consequences (the logical consequences the employee will face if he fails to correct the situation).
• Provides attribution for credible sources used as an appendix to the PIP.

Resources

Article Databases:

• Business Source Complete via EBSCO
• Business via ProQuest
• ASP: Human Resource Management Online

Read the following case study:

A major financial services company wishes to better understand its mortgage approval process. In particular, the company is interested in learning about the effects of good versus fair credit history, the size of the mortgage (less than $500,000 versus greater than $500,000), and the region of the United States (western versus eastern) on the time it takes to get a mortgage approved. The database of mortgages approved in the last year is accessed, and a random sample of five approved mortgages is chosen for each of the eight combinations of the three variables. The data are shown in the table.

(See attached file for more instructions)

6-1 Discussion: Data Analysis and Planning

Contains unread posts Available on Saturday, October 17, 2020 11:59 PM EDT

Review the case study data related to your research problem and describe potential analysis tools and methods you will use to answer your research question. Be specific: Reference specific descriptive and inferential statistics from your textbook that you plan to use in your analysis. To support your plan, reference a business research study that implemented this method, and explain why you believe it was appropriate.

Primary Task Response: Within the Discussion Board area, write 350–500 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas.

Part 1

The style approach (also called behavior theory) asserts that effective leaders behave in certain ways. You can become an effective leader by watching and replicating how effective leaders behave and act. The two classifications of behaviors associated with the style approach are task behaviors and relationship behaviors.

Discuss the following for this assignment:

• Do you  feel your leadership style is more task or relationship-oriented? Explain.      
• Think of a  recent negative or positive experience where you were required to lead an individual or group of people (school, home, work, community, etc.).  Describe where do you think you would plot on Blake and Mouton’s  managerial leadership grid?

Part 2

Find resources on the great man theory, trait theory, and skills theory. Respond to the following questions: 

• Which theory do you think best describes Mahatma Gandhi, Martin Luther King, and Nelson Mandela? Justify your answer. 
• Do you think some leaders are born leaders? Justify your answer.

In addition to addressing all requirements of the assignments, model answer includes the following:

• Decisions      of who fits which theory will vary; however, your justification should align to the following facts about each theory:
  • Great Man theory: This theory posits that some individuals are born with the destiny to be a great leader. It is like a  divine purpose. Leaders are destined from birth.
  • Trait theory: This theory considers that some individuals are born with specific traits that are consistently found in great leaders. The theory believes that there are a group of traits or       characteristics that leaders are born with that are not found in  non-leaders. It is the theory that leaders are made.
  • Skills  theory: This theory postulates that there are specific skills (knowledge and abilities) that non-leaders can  learn or develop to become effective leaders.
• Opinions of whether leaders are born or made will vary, but you should be able to justify your opinions using the leadership theories or scholarly research on  theories.
• Recognize that situations open the opportunities for leaders to lead, or  environmental frustrations create the impetus to lead to relieve a pain or  to right a wrong. However, anyone who is compelled to address a situation  cannot be a leader. Sometimes they are the followers in the background      supporting the efforts on the front line.
• Properly cite the required reading materials