Monitoring Employee Performance

Employee activity may be monitored to measure performance, ensure performance quality and customer service, check for theft, and/or enforce company rules or laws.

Research and analyze workplace monitoring and share what are the costs and benefits of implementing a tracking program?  Also, please research and share the possible reactions employees might have and how human resources can help improve any negative reactions?

• For full credit, include the course textbook and one journal article to support your post. 
• You will not be able to view your classmates’ posts until you post.
• Your initial post is due by Wednesday. This allows you and your classmates time to read and reply.
• Your initial post should be 2-3 paragraphsin length.
• Make sure to demonstrate critical thinking and analysis by using research and personal work experiences.
• For full credit, you are required to respond to a minimum of two classmates. Please begin your reply by addressing the student by name. Your responses must be completed by Friday at midnight.   
• Please refer to the rubric for the grading requirements. You can view the rubric by clicking on the wheel in the upper right corner and selecting “show rubric.”  

 An organization needs to have project management built into its culture to be effective. Evaluate the maturity of the project management culture in your organization and describe improvements that can be implemented based on your text readings. If you feel your organization does not yet have a project management culture explain why and suggest improvements that could be accomplished. 

Primary Task Response: Within the Discussion Board area, write 400–600 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.

Based upon the course readings, supplementary materials, and your own literature search via the CTU online library, provide the following for discussion:

• Review and analyze the practitioner literature of decision making and analysis.
• Review and analyze the academic literature of decision making and analysis.
• Provide at least 2 scholarly resources to support your response. 

Use the LIBRARY or the MGMT Doctoral Library for help.

Marketing and Business Plans

What is the difference between a marketing plan and a business plan?

A business plan covers the overall elements of business, including the strategic plan, financial plans, target markets, sales, products and services, and operations. The business plan also contains information on how all of these elements relate to each other.

A marketing plan, in contrast, focuses on the marketing and marketing strategy of certain products and services. Essentially, the marketing plan is tasked with identifying potential market areas while also addressing how to appropriately engage in marketing messages for those products or services to target populations.

Therefore, both marketing and business plans cement the foundations of how the organization of business will operate. They identify which populations are served and which products or services will most likely contribute to the viability of the business or organization. Specific to the health care administrator, the marketing and business plan should focus on effective health care delivery and capitalize on the unique health care services offered by individual health care organizations.

For this Discussion, review the concepts of a marketing, business, and strategic plan in the resources for this week. Reflect on how these plans contribute to business operations. Then consider the consequences a potential misalignment between these plans might hold for the business or organization.

By Day 3

Post an explanation of the consequences of how a misalignment between marketing plans, business plans, and strategic plans might affect the success of health care organizations and why. 

APA Style

references 

reply to the students’ response and not the question  in 150 words minimum and provide 1 reference. Respond to the students response as though you are talking to them, use name 

question-

Read the hypothetical below. What are John’s potential claims if he is terminated this week?

John is a 54-year-old man with diabetes. He has worked for Telco for 20 years. Lately, he has difficulty concentrating and makes numerous mistakes. He has missed several days of work due to his diabetes. Supervisor Mark wants to fire John this week.

Instructions: Please write in essay format.  Include the guidance below in your analysis:
a) Set forth the federal statute and/or theories of law that are applicable.
b) Identify the legal issue(s) that exist and claims that may be brought based on the facts of the case.
c) Apply the facts of the case to the elements of the law/theories of law.
d) Cite a case in the text which is on point with the scenario, or compare and contrast with a case in the text.
e) Provide an action item agenda of specific objectives you would recommend implementing in order to prevent future exposure to liability. Be specific (e.g., if training is a recommendation, describe the type of training in detail).

Students response

Statutorily, according to Americans With Disabilities Act of 1990, which says; “No covered entity shall discriminate against a qualified individual with a disability, because of the disability of such individual in regard to job application procedure, the hiring, advancement or discharge of employees, employee compensation, job training and other terms, conditions and privileges of employment.  

Considering the case of John, it will be a disparate treatment against John by Supervisor Mark, if he carries out his intentions of firing John. The fact of the case is that, Mr John is qualified for the position and has been working for Telco for the past 20years without any complain, until issue of his health arise. Supervisor Mark should create a reasonable accommodation for John by modifications that will not place undue burden or hardship on the company. Supervisor Mark should have and interaction with Mr John concerning the frequent mistakes and lack of concentrations and absenteeism due to his health (Diabetes) and find a common ground to assist him perform his duty by modifying the environment where he works.  For example; For Lack Of Concentration and Mistakes: Supervisor Mark should (1) provide private office for John to reduce distractions. (2) Divide large assignment to smaller tasks and goals. (3) Restructure his job to include only essential functions. For Absenteeism;  He should (1) provide part-time work schedule (2) Allow John to make up time. (3) provide flexible leave for health problem.

Inculcating the above mentioned solutions will create opportunity for John to be on his  job and considerations for termination by Supervisor Mark can be avoided. This case can be compared to Huber vs. Wal-Mart Stores, Inc. 486 F.3rd 480 (8th Cir. 2007), though Huber sought for reasonable accommodation, which John has not done with his employer and in the absence of looking for reasonable accommodation with his employer, he might loose his case, if supervisor Mark eventually fires John.

Bennett-Alexander, D. (2019). Employment Law for Business. [VitalSource Bookshelf]. Retrieved from https://online.vitalsource.com/#/books/9781260031805/

Questions of Character: Illuminating the Heart of Leadership Through Literature. Chapter 8? What are 6 to 8 discussion questions which address core issues of the chapter 8? What are practical applications or “take-aways” from the chapter 8?

• Write a minimum of two pages in which you recall team experiences you have had in which a team was effective and another in which it was not. Write a description of these teams and their tasks, paying particular attention to the behavioral expectations for which the team members held each other accountable.

The ground rules for a team are the spoken and unspoken functional rules and expectations that help or hinder the team in reaching a goal. Systems thinking can inform an analysis of team ground rules in that it addresses the interrelationships between people and departments, and the way things are done in an organization. Understanding the larger contexts in an organization can help you communicate with those affected by a problem or issue.

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By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

• Competency 1: Apply change management interventions. o Describe how ground rules help an effective team perform and work well together.o Analyze prospective differences in ground rules for team members and tensions that may result.o Analyze how differences in unspoken ground rules and team members’ expectations cause conflict and damage performance.o Describe the effect of discussing ground rules as a method of team learning.• Competency 2: Analyze applications of change management principles. o Describe an effective team from a real-world experience, including the tasks of the team.o Describe the ground rules applied in an effective team.o Describe an ineffective team from a real-world experience, including the tasks of the team.o Explain the spoken or unspoken ground rules that describe expectations for behavior in an ineffective team.• Questions to Consider 

To deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of the business community.

• Reflect on how team learning practices are used to support change in your organization (a current or previous workplace, or another type of organization with which you are involved). What elements do you recognize in your organization? Which methods might be useful to experiment with in your organization?• Think of a team experience you have had in which the team was effective. Write a description of this team and its tasks, paying particular attention to the behavioral expectations for which the team members held each other accountable (these might have been spoken or unspoken). List the ground rules and describe how the rules helped the team perform and work well together.

Think of an team experience you have had in which the team was not effective. Write a description of this team and its tasks, including the spoken or unspoken ground rules that describe the expectations for behavior on this team. Examine the possibility that some members held ground rules that others did not. How might this have been a source of tension? Analyze how this difference in what is expected of team members caused conflict and damaged performance. What effect could a dialogue about ground rules as a method of team learning have had for this group?

Your assessment should be a minimum of 2 pages in length, double-spaced.

Analysis of Ground Rules Scoring Guide

Analysis of Ground Rules Scoring Guide Grading Rubric

Criteria 

Non-performance 

Basic 

Proficient 

Distinguished 

Describe an effective team from a real-world experience, including the tasks of the team.

Does not describe an effective team from a real-world experience, or the tasks of the team. 

Describes an effective team from a real-world experience, but does not include the tasks of the team. 

Describes an effective team from a real-world experience, including the tasks of the team. 

Analyzes an effective team from a real-world experience, including the tasks of the team; and links analysis with discipline theories. 

Describe the ground rules applied in an effective team.

Does not describe the ground rules applied in an effective team. 

Describes the ground rules applied in an effective team but omits key elements. 

Describes the ground rules applied in an effective team. 

Describes the ground rules applied in an effective team and describes the consequences of not utilizing ground rules for team effectiveness. 

Describe how ground rules help an effective team perform and work well together.

Does not describe how ground rules help an effective team perform or work well together. 

Describes how ground rules help an effective team perform and work well together, but omits key elements. 

Describes how ground rules help an effective team perform and work well together. 

Describes how ground rules help an effective team perform and work well together; and describes consequences of a dysfunctional team, in regard to their performance and collegiality. 

Describe an ineffective team from a real-world experience, including the tasks of the team.

Does not describe an ineffective team from a real-world experience, or include the tasks of the team. 

Describes an ineffective team from a real-world experience, but does not include the tasks of the team. 

Describes an ineffective team from a real-world experience, including the tasks of the team. 

Analyzes an ineffective team from a real-world experience, including the tasks of the team; and supports statements with relevant real-world examples. 

Explain the spoken or unspoken ground rules that describe expectations for behavior in an ineffective team.

Does not explain the spoken or unspoken ground rules that describe expectations for behavior in an ineffective team. 

Explains the spoken or unspoken ground rules that describe expectations for behavior in an ineffective team but omits key elements. 

Explains the spoken or unspoken ground rules that describe expectations for behavior in an ineffective team. 

Explains the spoken or unspoken ground rules that describe expectations for behavior in an ineffective team; and describes consequences of misunderstanding spoken and unspoken ground rules on team effectiveness. 

Analyze prospective differences in ground rules for team members and tensions that may result.

Does not describe prospective differences in ground rules for team members or tensions that may result. 

Describes prospective differences in ground rules for team members and tensions that may result. 

Analyzes prospective differences in ground rules for team members and tensions that may result. 

Analyzes prospective differences in ground rules for team members and tensions that may result; and recommends strategies for preventing potential tension in an effective team. 

Analyze how differences in unspoken ground rules and team members” expectations cause conflict and damage performance.

Does not describe how the differences in unspoken ground rules or team members’ expectations cause conflict and damage performance. 

Describes how the differences in unspoken ground rules and team members’ expectations cause conflict and damage performance. 

Analyzes how the differences in unspoken ground rules and team members’ expectations cause conflict and damage performance. 

Analyzes how the differences in unspoken ground rules and team members’ expectations cause conflict and damage performance; and recommends strategies for preventing potential conflict and damage to team performance. 

Describe the effect of discussing ground rules as a method of team learning.

Does not describe the effect of discussing ground rules as a method of team learning. 

Describes the effect of discussing ground rules as a method of team learning but omits key elements. 

Describes the effect of discussing ground rules as a method of team learning. 

Analyzes the effect of discussing ground rules as a method of team learning; and recommends strategies for implementing results of ground rule discussions

Instructions

The use of teams can bring about great change within an organization; however, effective outcomes often depend on how teams are assembled and incorporated. A key component to the assembly of a team is the level of diversity that will be included. As discussed throughout this unit, the presence of diversity can provide an advantage for a team but can also create some difficulties that must be overcome. The essay topic is the advantages and disadvantages of diverse teams within an organization. The following questions should be addressed: 

1. What are some advantages to utilizing diverse teams within an organization? 
2. What are some potential difficulties that might need to be overcome in order for a diverse team to be successful?  
3. What are some methods and tactics that can be utilized to overcome the potential difficulties? 
4. As a conclusion, is it worth the effort to attempt to overcome the difficulties in light of the potential advantages of a diverse team? 

Your essay should be at least three pages in length, including an introduction, a body of supported material, and a conclusion. The reference and title pages do not count toward the total page requirement. A minimum of three scholarly references are required

Step 4: Completing the Job Announcement

To complete the job announcement: 

• Define the term ‘leader’ that fits Biotech. You are not taking an existing definition and applying it to Biotech. You must create an original definition.
• Identify the leadership competencies the new leaders at Biotech will possess to accomplish its vision.
• Identify the leadership style(s) encouraged by Biotech’s definition.

The job announcement must have a narrative and is not a compilation of bullets for the leadership aspect of the project.  The job announcement must comply with the requirements set out by Indeed.com. Remember that this job announcement relates to leadership.

Introduction

Students are required to participate in the discussion area each week. Discussions will involve students finding and presenting material upon which classmates will reflect and discuss. 

Directions

Post a question based on an article, book, video, podcast, or any other current (less than 4 years old) material relevant to the current unit’s key topic. You are encouraged to use the Park course library to find an article.  The article must support a business case for HR management. Each student must post a question based on their article no later than Tuesday of each week in order to receive full discussion points. If you miss the Tuesday deadline ten percent will be deducted from the final discussion grade for the week. The Tuesday deadline enhances the discussion area and provides others with an opportunity to comment on your posts. 

Each student must also respond (reply) to at least two other student’s posted questions, a student’s response to a question, or to instructor input.  Two peer responses are due each week.

All initial questions input must be accompanied by a summary of the selected article. There is no length requirement for the question. However, the question must be comprehensive (a summary analysis of the key article points followed by a question that cannot be answered with a simple yes or no response. The peer responses are required to be comprehensive and clearly state your reason for agreeing or disagreeing with the post in a professional manner. Peer responses are not just short responses like: “I agree.”  Peer responses must include data or other information that makes an HR business case for the response (with at least one source for support).