Discuss the following for this assignment:

• What is organizational change capacity? 
• What are ways in which organizational change capacity be measured? 

 Leaders address issues and propose solutions. As a leader, you’ll need to stay on top of events that may facilitate or hinder productivity. You must create and implement solutions to address these issues.In the Assignment Prep, you chose an organization, described its organizational issue, and identified how it hinders organization efficiency. This assignment exposes you to complex modern organizational challenges. The solutions you devise should reflect your learning and research of organizational and individual influences in the workplace.INSTRUCTIONS The new CEO has selected your consulting firm to provide him/her an analysis of the organizational efficiency.Following SWS standards, write a 2 to 3 page, double-spaced paper in which you will present to the CEO your findings during your research steps. You must propose strategic solutions in your paper to include the following:1.Describe the Organization andthe Issue to Resolve○Provide a brief description of the organization you selected.○Present the organizational issue that adversely affected productivity and that you, the consultant, will review and resolve.2.Analyze Current Corporate Culture○How has the current corporate culture facilitated the development of the current issue? Research the organization, dig into the culture, and analyze how it contributed to this issue. Hint: Review the mission and vision statements as well as the corporate website.3.Identify Areas of Weakness○What are the organization’s areas of weakness as they relate to the issue? Use your research on organizational behavior approaches to corporate culture, diversity, teamwork, and motivational strategies to help identify the areas of weakness.4.Propose Solutions○What organizational practices would you modify? What solutions would you recommend to management that would help solve the identified weaknesses? As a consultant you will identify the suggestions and solutions you would present to the organization’s leadership with regard to modifying current organizational practices to resolve the issue.5.References and Citations○Provide at least 2 quality resources such as the the course textbook, a company website, business websites (CNBC, Bloomberg, etc.), resources from the Strayer Library, and/or outside sources. Note:Wikipedia and web-based blogs do not qualify as credible resources.You can find in depth and quality company information using the Nexis Uni database through Strayer University Library:https://advance-lexis-com.libdatab.strayer.edu/api/page/nexisuni-business/?primaryipauth=true&context=1516831○In-text citations are required when paraphrasing or quoting another source 

Discussion

Lesson 5 Discussion Forum 2:

Based on your experiences, as well as the chapter information, what are some good “rules of thumb” for conducting successful performance appraisal interviews?

Your discussion is to be submitted in 12-point Times New Roman font using APA format with a minimum of two sources

Students are required to post their primary response (200 word minimum)  by Thursday midnight. Students will respond to at least 2 other  postings (150 words minimum each) by Sunday midnight.

Reply to post 1:

Rules of thumb in conducting appraisal interviews

Rules of thumb mean a set of guidelines that provides simplified advice on a particular subject. During the successful appraisal interviews,         the evaluation of the particular candidate during the process is important. Managing the workforce and developing their skills according to global development is a high priority for many companies. It is difficult to know about the employees through performance reviews. Because some reviews might create a negative impact as the employees not satisfied with the reviews. A strategic interview-based session should conduct between the employees and the manager for appraisals (Almond, 2014). 

Managers should treat this review meeting seriously and it is more formal. It directs the employees to climb one more step in their career. So it is mandatory for the managers to evaluate all the work done by the employees before starting the interviews. By creating separate folders about the employees according to their names in order to get through their projects and targets completion becomes easy. This makes the employees that you are well prepared for the interview with kinds of background work (Lai & Kwok, 2015). 

The performance meeting is all about the facts but not opinions. It may be hard to differentiate but it is about the proper facts done by the employee throughout the annual year and the outcomes he gave to the organization. By making proper notes regarding the employee’s work can make a more easy way to analyze the candidate.  The main thing in this performance interview is mangers should leave the personal elements with the employees outside the room itself. Be straight forward to the employees on giving raise and tell him the situations and communicate according to that. No favoritism should be shown during the performance appraisal meetings (Gu & Nolan, 2017).

Reply to post 2:

Discussion on the experience on the good “rules of thumb”

It is one of the, most important aspect for a human being, an adult is not just blowing candles or cutting cake on a birthday. It is much more than that; it is about building good habits and carrying responsibilities for all life. There are 11 rules of thumb, which will help us in life. Here are a few essential and ethical rules listed. It is effortless to leave things and leave our work or task for being piled up, and thus it becomes a burden for us when all the small tasks or works get piled up. So we should do our tasks on time. If it takes less than two minutes, then we must complete it right away this characteristic or the rule is applied to any work or situation which comes in our life such as doing the household works to responding to emails or working with emails as it is seen in the studies that sticking at one particular work results in being more productive (Barnum, 2020). Whatever task we have, we must complete it on the desired time that is right now. We should not leave it for the future, keeping your essential document safe and organized. Documents are one of the essential parts of one life; it is a very precious data that needs to be protected, or we can help we should keep our relevant data and documents safe. It should be appropriately organized nowadays. Data is like a very precious or fundamental property that needs proper care, so we should keep our data and essential document safe and secure both physically and digitally. 

The ways for conduction successful performance appraisal interviews 

Appraisal interviews are the interviews that are taken by the supervisors or the managers of the employee, where they discuss the performance of the employees, increment, and setting goals for the next appraisal interview (Clark et al., 2019). These interviews are critical as they help to track the employee’s performance and identify the employees who are not working correctly and not to provide anything to the company. There can be many ethical “rules of thumb” for successful performance appraisal interviews like having the full data and the record of the employee’s whole year to know his or her performance as it is essential to know every work record in the employee. The other rule is only putting up the facts regarding the employee’s work to avoid irrelevant discussions and not being emotional. At the same time, an appraisal interview is an essential rule because it can harm if you become emotional regarding the employee’s incompetency, which is essential to deal with. Being mere formal can impact the other meetings, so it is important to be formal with the employee to put up your points that need to be improved. These rules of thumb can help for making a successful performance appraisal interviews (Simonson, Zvacek&Smaldino, 2019). Every year, the managers or supervisors interview the employees regarding their work for performances of the whole year, discuss it, and set goals for them of the next appraisal interview. The excellent “rules of thumb” while taking a successful performance appraisal interviews are having full records of the employee’s work and performance based on which they can identify how well the employee is doing.

Review the following lectures:

• Performance Management, Employee Performance, and Reward Systems
• Organizational Performance and Strategic Planning
• Understanding the Performance Management Process

Discussion Questions

Before beginning work on this discussion forum, please review the link “Doing Discussion Questions Right” and any specific instructions for this topic.

Before the end of the week, begin commenting on at least two of your classmates’ responses. You can ask technical questions or respond generally to the overall experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. Submit your responses in the Discussion Area.

Introduction

By the due date assigned, respond to the assigned discussion questions and submit your responses to the appropriate topic in this Discussion Area. Respond to the assigned questions using the lessons and vocabulary found in the reading.

Select any one of the following starter bullet point sections. Review the important themes within the sub-questions of each bullet point. The sub-questions are designed to get you thinking about some of the important issues. Your response should provide a succinct synthesis of the key themes in a way that articulates a clear point, position, or conclusion supported by research. Select a different bullet point section than what your peers have already posted so that we can engage in several discussions on relevant topics. If all of the bullet points have been addressed, then you may begin to reuse the bullet points with the expectation that varied responses continue.

Tasks

Question 1:

• Explain the importance of performance management and strategic planning.

Question 2:

• Analyze an organization’s performance management plan.

To support your work, use your course and textbook readings and also use the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.

Your initial posting should be addressed at 500–1000 words as noted in the attached PDF.

Read Case Study 6-2, “Classification of a Bargaining Subject,” on page 285 in your textbook, and answer the questions provided. 

Questions

1. What is a mandatory subject of bargaining? 
2. Can a union waive its right to bargain over a mandatory subject of bargaining? 
3. Would the established labor agreement apply to this case study? 
4. Was management’s refusal to bargain over the subject of surveillance camera usage in the workplace a violation of the duty to bargain in good faith under the Labor Management Relations Act (LMRA) as amended? If so, what should be the appropriate remedy? 
5. Discuss the merits of the parties’ respective positions in this case. 

Your response to these questions should be a minimum of 2 pages in length. Use APA format to cite and reference all quoted and paraphrased material, including your textbook. Please be sure to include your reference list on a separate page.

For this Portfolio Milestone, perform the following:

• provide a two-page submission in Module 2 noting your selected option for the Portfolio Project found in Module 8,
• a timeline of activities over the remaining weeks for portfolio production,
• concerns and roadblocks you have on the portfolio, and
• how you will overcome those. No need for formal APA submission for this assignment.

Your timeline of activities is most critical as are your concerns, roadblocks, and how you will overcome those. It is expected that your timeline shows at least one task each week from Week 2 through Week 8, and many weeks should have multiple tasks. Every effort should be made to thoroughly examine your portfolio options, and to complete this milestone in Week 2 to give you enough time to complete the work. Once your work on this milestone is graded, you may not change portfolio options and should move forward with your Week 2 selection.

Option from module 8 info : Option #1: Develop Applications Relative to Course Objectives

As part of successfully completing this course, you should be able to master the eight course objectives:

1. Demonstrate the need for project management metrics.
2. Establish the importance of metrics in effective management of time, cost, and scope.
3. Apply the knowledge of project metrics to identify the key characteristics of properly defined metrics.
4. Characterize Key Performance Indicators (KPIs) as used in metric-driven project management.
5. Apply value-based project management metrics as important in selecting the right metrics.
6. Explore project performance dashboards including designs, use, and limitations.
7. Explore the applications of visual project management tools, including project performance dashboards.
8. Create proper performance indicators for application in measurement-driven project management.

In this portfolio project, you are to show your mastery of the eight course objectives at a master’s level. You are to write a paper that covers each of the eight topics.

Notice that each objective is written with a verb as the first word to show some action that students must achieve for success in this class. Verbs like “demonstrate,” “apply,” and “create” require that the student takes some action on a project to satisfy the requirement. You should find a project to use in this portfolio where you may take those actions and document them in your paper. You might apply earned value analysis on a project underway to satisfy course objective number 5, for example.

Verbs like “establish,” “characterize,” and “explore” require that the student shows mastery of current thinking on the subject. This part of your paper may be taken from research, or interviews. You might explore an application of dashboards by interviewing a project manager and performing research on current thinking about dashboards, for example.

  mim 250 words

“Redesigning your Job”

Consider a job you hold now or have held recently. Jobs Administrator in middle school, or Family Engagement specialist

Would you want this job to be redesigned to place more emphasis on efficiency, motivation, ergonomics, or mental processing? 

What changes would you want, and why? (Or why do you not want the job to be redesigned?)

Video Source: Bareham, S. (Oct. 21, 2012). HR Management: Job Description & Job Analysis [Video file]. Retrieved from http://www.youtube.com/watch?v=51xgYK9PTKY

HA3010 – Introduction to US Healthcare Delivery

NAUXChange 10

Watch the movie “Doc Hollywood” with Michael J. Fox (you can rent it on Netfix or Amazon).  What are the challenges of rural health delivery pictured in this film?  Post what you found to the discussion forum.

 What do you think future challenges will be for managers in the U.S. as well as globally considering the current economic environment as well as the impact of the COVID-19 pandemic? How do you think these challenges differ from those experienced pre-COVID-19? 

Top 10 Challenges Managers Face in 2015: http://online.ben.edu/programs/mba/resources/challenges-managers-face-in-2015 (Links to an external site.) 

The new challenges businesses may face in a world changed by COVID-19: https://www.pbs.org/newshour/show/the-new-challenges-businesses-may-face-in-a-world-changed-by-covid-19

Find a relevant source discussing this topic and share your thoughts when you submit your post.

Remember:

1. Include a link to the article/video used as a source.  
2. Write a brief synopsis of your article or video.
3. Answer the questions(s)/prompt(s) above and share your thoughts.

Respond to the following:

You are the HR Manager for the Pleasantville School District. Although it hadn’t done so before, the district recently implemented a person-focused pay program. This program offers a pay increase to teachers who pursue additional education and training. You were on the team that developed this policy, which has been approved but has not yet been disseminated district-wide.

One of the high school teachers has scheduled an appointment with you to review how the program works. You plan to review the policy with the teacher and give him a paper copy as a leave-behind piece.

In this post:

· Write the policy for the Pleasantville School District’s person-focused pay program that will be shared with the teacher. At a minimum, be sure to address the person-focused pay program’s:

o Purpose and description, including effective policy dates.

o Eligibility requirements. (Who is eligible to participate in the program?)

o Acceptable types of education and training. (What is eligible for reimbursement?)

o Awards for successful completion of training or education (promotional opportunities, compensation, non-monetary rewards, et cetera).

Note: Remember that well-written policies are understandable and to the point. Keep the policy to one page at most.