Stakeholder theory

Learning Activity 3.3: Discussion Forum – Stakeholder TheoryCollapse

Learning Activity 3.3: Discussion Forum – Stakeholder Theory

Watch the following video

Once you have watched this video please reflect on the following questions:

  • Why should managers pay attention to stakeholders and how can managers prioritise among stakeholders?
  • What do stakeholders want?
  • Are ethics in business different from everyday ethics? If so, how and why?

Post your answers on the Discussion Forum and discuss further with your peers.earning Activity 3.3: Discussion Forum – Stakeholder TheoryCollapse

Learning Activity 3.3: Discussion Forum – Stakeholder Theory

Watch the following video

Once you have watched this video please reflect on the following questions:

  • Why should managers pay attention to stakeholders and how can managers prioritise among stakeholders?
  • What do stakeholders want?
  • Are ethics in business different from everyday ethics? If so, how and why?

Post your answers on the Discussion Forum and discuss further with your peers.earning Activity 3.3: Discussion Forum – Stakeholder TheoryCollapse

Learning Activity 3.3: Discussion Forum – Stakeholder Theory

Watch the following video

Once you have watched this video please reflect on the following questions:

  • Why should managers pay attention to stakeholders and how can managers prioritise among stakeholders?
  • What do stakeholders want?
  • Are ethics in business different from everyday ethics? If so, how and why?

Post your answers on the Discussion Forum and discuss further with your peers.

Crafting and executing strategy 19e – Corporate Culture and Leadership: Keys to Good Strategy Execution CH12

Corporate Culture and Leadership: Keys to Good Strategy Execution
CH12
Your Results:
The  answer for each question is indicated by a  .

 

1    
Which one of the following is not something that shapes and helps define a company’s culture?
    A)
The core values and business principles that executives espouse together with the operating practices and behaviors that define “how we do things around here”
    B)
The company’s standards of what is ethically acceptable and what is not, along with the legends and stories that people repeat to illustrate and reinforce the company’s core values, traditions, and business practices
    C)
A company’s approach to people management and its style of operating
    D)
The strategy and business model that the company has adopted
    E)
The “chemistry” and “personality” that permeates its work environment
    

 
2    
Which one of the following is not something to look for in identifying a company’s culture?
    A)
The company’s approach to people management and the official policies, procedures, and operating practices that paint the white lines for the behavior of company personnel
    B)
The company’s track record in meeting or beating its financial and strategic performance targets
    C)
How managers and employees interact and relate to each other
    D)
The spirit and character that pervades the work climate
    E)
The strength of peer pressures to do things in particular ways and conform to expected norms
    

 
3    
Which of the following statements about a strong-culture company is false?
    A)
Decisive leadership on the part of top executives, an industry-leading market share, and strict enforcement of long-standing company policies are all important traits of a strong culture company.
    B)
In strong culture companies, senior managers make a point of reiterating key principles and core values to organization members; more importantly, they make a conscious effort to display these principles and values in their own actions and behavior—they walk the talk.
    C)
Continuity of leadership, small group size, stable group membership, geographic concentration, and considerable organizational success all contribute to the emergence and sustainability of a strong culture.
    D)
In a strong-culture company, culturally-approved behaviors and ways of doing things are nurtured while culturally-disapproved behaviors and work practices get squashed.
    E)
Senior managers insist that company values and business principles be reflected in the decisions and actions taken by all company personnel; moreover, individuals encounter strong peer pressures from co-workers to observe culturally-approved norms and behaviors.
    

 
4    
The characteristics of a weak company culture include
    A)
deep hostility to change and to people who champion new ways of doing things.
    B)
no code of ethics or statement of core values, a highly centralized managerial hierarchy, and a big corporate bureaucracy.
    C)
a lack of values and principles that are consistently preached or widely shared, little co-worker peer pressure to do things in particular ways, and no strong employee allegiance to what the company stands for or to operating the business in well-defined ways.
    D)
no strong sense of empowerment among company members, little or no top management commitment to a clearly-defined competitive strategy, and a poor track record in producing good financial results.
    E)
All of the above are traits of a weak company culture.
    

 
5    
Which of the following is not one of the four types of unhealthy company cultures?
    A)
Bureaucratic cultures
    B)
Change-resistant cultures
    C)
Unethical and greed-driven cultures
    D)
Politicized cultures
    E)
Insular, inwardly-focused cultures
    

 
6    
Companies with insular, inwardly-focused cultures
    A)
are typically opposed to performance-based incentive compensation and employee empowerment.
    B)
are prone to be preoccupied with avoiding risks, are unlikely to pursue bold actions to capture emerging opportunities, are frequently lax when it comes to product innovation and continuous improvement in performing value chain activities, and prefer following rather than leading market change.
    C)
are typically gung-ho about adapting to changing market conditions so as to protect the company’s culture from shareholder criticism.
    D)
tend to resist recruiting people who can offer fresh thinking and outside perspectives and typically refrain from looking outside the company for best practices, new managerial approaches, and innovative ideas.
    E)
are typically run by empire-building managers who jealously guard their decision-making prerogatives; they have their own agendas and operate the work units under their supervision as autonomous “fiefdoms,” and the positions they take on issues is usually aimed at protecting or expanding their turf.
    

 
7    
The hallmarks of a high performance corporate culture include
    A)
a shared willingness to adapt core values and ethical standards to fit the changing requirements of an evolving strategy, use of a balanced scorecard approach to tracking company performance, and a gung-ho approach to discovering best practices.
    B)
considerable political infighting that typically consumes a great deal of organizational energy, often with the result that what’s best for the company takes a backseat to political maneuvering.
    C)
a “can-do” spirit, pride in doing things right, no-excuses accountability, and a pervasive results-oriented work climate where people go the extra mile to meet or beat stretch objectives.
    D)
charismatic managerial leadership, a lean management bureaucracy, and a must-be-invented-here mindset.
    E)
strong inclinations to adopt a wait-and-see posture, carefully analyze several alternative responses, learn from the missteps of early movers, and then move forward cautiously and conservatively with initiatives that are deemed safe.
    

 
8    
Adaptive cultures are characterized by such traits as
    A)
willingness on the part of organizational members to accept change and take on the challenge of introducing and executing new strategies—company personnel share a feeling of confidence that the organization can deal with whatever threats and opportunities come down the pike; they are receptive to risk taking, experimentation, innovation, and changing strategies and practices.
    B)
orchestrating organizational changes in a manner that (1) demonstrates genuine care for the well-being of all key constituencies (customers, employees, shareowners, suppliers, and the communities where the company operates) and (2) tries to satisfy all their legitimate interests simultaneously.
    C)
a proactive approach to identifying issues, evaluating the implications and options, and quickly moving ahead with workable solutions.
    D)
a willingness to change operating practices and behaviors to adapt to new market and competitive conditions so long as the changes do not compromise core values and long-standing business principles
    E)
All of these.
    

 
9    
Which of the following is not one of the leadership roles that senior managers have to play in pushing for good strategy execution and operating excellence?
    A)
Learning the obstacles in the path of good execution and clearing the way for progress
    B)
Weeding out managers who are consistently in the ranks of the lowest performers (the bottom 10%) and who are not enthusiastic about the strategy or how it is being executed
    C)
Staying on top what is happening and closely monitor progress.
    D)
Putting constructive pressure on the organization and initiate ive actions.
    E)
Delegating authority to middle and lower-level managers and creating a sense of empowerment among employees to move the implementation process forward.
    

 
10    
The task of top executives in making ive adjustments includes
    A)
deciding when adjustments are needed and what adjustments to make.
    B)
knowing when to continue with the present corporate culture and when to shift to a different and better corporate culture.
    C)
being good at figuring out whether to arrive at decisions quickly or slowly in choosing among the various alternative adjustments.
    D)
deciding whether to try to fix the problems of poor strategy execution or simply shift to a strategy that is easier to execute ly.
    E)
deciding how to identify the problems that need fixing.
    

 

Discussion 3

NO PLAGIARISM

You will be discussing at least one news article/video related to entrepreneurship by yourself and posting in response to at least one of your classmates’ postings (for a minimum total of 2 posts for this discussion forum).

Discussion Post Resource List

The posting for the classmate would be uploading after the discussion done, so that way you can do one thing at a time.

Choose a news article or news video from the list of resources provided. You will provide a link to the article or video within your post so that others may view/read the same material as you. Briefly summarize the major aspects of the news item and then take a side; either oppose or support the view of the article(s).

In addition, you should elaborate or clarify at least one of your classmate’s ideas. However, you may respond to as many of your classmates’ posts as you like. It is suggested when responding to your classmate’s postings to not simply state “I agree.” Please check the discussion board regularly and avoid using the same article or video that has been posted by someone else.

Entrepreneurship

NO PLAGIARISM 

The classmate post would be provided after you done this assigment.

You will be discussing at least one news article/video related to entrepreneurship by yourself and posting in response to at least one of your classmates’ postings (for a minimum total of 2 posts for this discussion forum).

Discussion Post Resource List

Choose a news article or news video from the list of resources provided. You will provide a link to the article or video within your post so that others may view/read the same material as you. Briefly summarize the major aspects of the news item and then take a side; either oppose or support the view of the article(s).

In addition, you should elaborate or clarify at least one of your classmate’s ideas. However, you may respond to as many of your classmates’ posts as you like. It is suggested when responding to your classmate’s postings to not simply state “I agree.” Please check the discussion board regularly and avoid using the same article or video that has been posted by someone else.

03/21(BE cs1)

  

Read The CEO of Starbucks and the Practice of Ethical Leadership and complete the questions below

https://www.scu.edu/ethics/focus-areas/leadership-ethics/resources/the-ceo-of-starbucks-and-the-practice-of-ethical-leadership/ 

  1. Creating Community:  Did      Johnson use Starbucks’ shared values as the cornerstone of his decision      making after the arrests?  Did his decision to close all Starbucks      stores for unconscious bias training and to create a new “Third Space      Policy” align with Starbucks’ mission and goals?  Did his handling of      the incident promote positive relationships between employees and      customers? Did it encourage a sense of connectedness and shared values? (200 words)

2. Encouraging Ethical Conduct:  Did Johnson openly acknowledge that his decision was based in ethics and morality?  Did his apology and actions promote awareness of an ethical issue? Did it create a positive or negative difference in the communities Starbucks serves? Did it make a positive or negative difference for Starbucks employees and customers? (200 words)

3. Showing Discipline in One’s Role:  Does Johnson explicitly accept responsibility for the incident and provide direction for a course correction? Does he identify ways to collaborate with others when necessary?  Does he show he understands what his role is in fixing this problem? (200 words)

4. Clarifying Culture:  Did Johnson clarify his values and the company’s values in his apology and with his subsequent actions?  Did Johnson’s apology and follow-up actions uphold Starbucks’ mission and core values? Did he identify gaps between stated and actual values?  Did Johnson’s apology help Starbucks employees figure out if their personal values align with the company’s? (200 words)

5. Designing Ethical Systems:  Did Johnson’s actions have impact beyond Starbucks?  Did they sent a precedent for other companies to follow? Did his apology create a conversation about unconscious bias in the workplace? How do his apology and the subsequent follow-up actions compare to other companies and CEOs that have faced similar problems? (200 words) 

Business assessment

BUSINESS ASSIGNMENT

Students, please view the “Submit a Clickable Rubric Assignment” in the Student Center.

 Instructors, training on how to grade is within the Instructor Center.

Assignment 4: On-boarding 

In this assignment, you will create an outline of an onboarding process. Summarize what you feel are the 2 most important elements in onboarding in the global environment.

Write a one page memorandum to your Human Resource Director in which you:

1.Explain why an on-boarding process needs to be created. Then create an outline of an on-boarding process. Include a brief explanation of each step and explain why it is important.

2.Summarize what you believe are the two (2) most critical elements to consider when on-boarding in the global environment.

3.Format your assignment according to the following formatting requirements:a.Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.

b.Include a cover page containing the title of the assignment, your name, your professor’s name, the course title, and the date. The cover page is not included in the required page length.

c.Use the APA format to reference your work, including in-text references when necessary.See the APA Guide located in the Student Center tab.

The specific course learning outcomes associated with this assignment are:

•Analyze international business strategy to identify human resource requirements and formulate supporting HRM plans that can improve productivity and contribute to the firm’s competitiveness.

•Select performance management processes to assess and improve performance throughout a multinational corporation.

•Propose training programs to improve performance throughout a multinational corporation and address the considerations for effective learning in a diverse workforce of expatriates, host country nationals, and third-country nationals.

•Use technology and information resources to research issues in global HRM.

•Write clearly and concisely about global HRM using proper writing mechanics.

disscussion replies in own words plz not outide sources

1: I have a major rule for myself that helps me avoid showing negativity at work. My rule is, leave it all at the door. No matter what is going on in my personal life, I always leave it at the door. I do not share my problems with my coworkers. My job is my means of supporting myself, therefore, it is extremely important to me. When I am at work, I do not let my personal life get to me. An easy way that I do this is by leaving my phone in my locker. If you do not have the distractions from your outside world, you will be able to concentrate on your work.

2:  If you have a boss or manager that is motivated and wants to make the company or business successful, employees can feel that.  The leader becomes how others work or what they can provide.  I would never show my negativity to a team or business partners.  It doesn’t matter what type of day you are having, or what is going on in your personal life, you should always be professional and never let your feelings get in the way of motivating others to be their best and always setting a positive work enviornment and attitude to others. 

3: Thank you for sharing. I think it’s good that you know when you are ready and you are not allowing others to shuffle you into something that you are not mentally prepared for. I think when an individual is in the wrong profession or career, it makes them unhappy and unsatisfied with where they are. Sadly, some people feel ‘stuck’ in that position and will go years until they can do something to change it because they do not want to start all over. Though your manager caught you out of character, there could still be some good in that situation. Now that your manager knows that he needs to allow your more space and time, you won’t feel pressured to make hasty decisions. 

4: I liked what Kinicky stated in the video “if you can’t manage yourself, then you can’t manage anything out there” and that statement is so true. Learning to master one’s own mental capacity or emotional state of mind is the first step in understanding how to manage others. How can someone who is emotionally unhealthy lead others? It is not enough to just know the job but knowing how to work well with others and help draw out the best in them is just as important. Especially in leadership positions 

MGT553 PERFORMANCE CONSULTING MUST USE PEERED REVIEWED INTEXT REFERENCES

Jordan has taken over the current role of CEO and Executive Board Member in the last year. He previously has served in executive roles in the different business units which include: Finance, Investment, Real Estate Holdings Group, Mergers and Acquisitions, Consulting, Training and Development, and the Corporate office. His latest position was Co-CEO with his father for  six months prior to his father’s departure. 

He is a firm believer in productive, effective, and innovative training that improves overall performance. He is looking to bring on multiple consultants to improve the productivity of the different business units and the organization as a whole. He has an idea of what he wants. There are many different types of consultants available. He is looking for an explanation of the different types of consultants.

Please address:Using Hale (2007) Introduction and Chapter 1, along with Pershing (2006) Chapters 1-3 

Explain the role of a Management Consultant, Business Consultant, 

Training Consultant and Performance Consultant. 

How can each assist the organization and scope of practice?

How might these consultants be best used in The Green Organization?

View these two video clips at http://www.youtube.com/watch?v=Dnt2Yl-momA and http://www.youtube.com/watch?v=fdbReKzaYVY 

Comment on the critical difference between training and performance consulting. 

Why is the Collaborative form of consulting most preferred (and successful)? 

Please remember that your work should be a minimum of 100 words per response to each question and should follow APA format with the use of citations to credit your resources  

Strategic marketing

 

GRADING RUBRIC BUOL733 – Marketing Management

Week Seven Paper on Pricing

Points Possible

Points Earned

Following your review, share a 750-word minimum synopsis of the strategic marketing concepts discussed – PRICE.  The paper should be completed using APA formatting (in-text citations and references) – attach in a word document – no PDF Files.  Follow all Written Assignment Expectations.  This paper should be completed by Sunday at 11:00 p.m. EST.  Use subject headers for organization – Introduction, Conclusion and obviously specific headers to support content provided – minus 5 points if not provided.  This is a SafeAssign assignment – validate that your paper is under 25% SafeAssign Score.   Resubmit if it is not.

50

Reference three AUTHORED sources minimum – in-text citations must be made evident for the three articles assigned.  Reference page and citations must match 100%.  No points given if there is no in-text citation.  All author’s names must be credited in the in-text citations.

15

APA format (1” margins, Times New Roman 12 font, double-spaced, and more)

10

Total

75

Using Business Source Premier, review the following articles: 

Kermisch, R. & Burns, D.  (2018).  A survey of 1,700 companies reveals common B2B pricing mistakes.  Harvard Business Review Digital Articles.

Mohammed, R. (2018).  The good-better-best approach to pricing.  Harvard Business Review, 96(5), 106-115.

Simon, H.  (2017).  Whole Foods is becoming Amazon’s brick-and-mortar pricing lab.  Harvard Business Review Digital Articles.

Following your review, write 750-words minimum APA paper on the pricing strategies discussed.  

Due by Sunday of Week Seven.

Discussion Question

Read and answer 2 questions. 3/4 page answer. 

 

The Downside of Just-in-Time Inventory

U.S. companies such as Boeing have learned to boost profits with tight inventories. Now, with 130 plants closed in Japan, they’re learning the risks

In a control center above a wide-body jet plant in Everett, Wash., a group of Boeing (BA) staffers is poring over data from suppliers in Japan—making sure the company has enough parts to build its 787 Dreamliner in the U.S.

It’s a long list. Japanese manufacturers helped design and now produce 35 percent of the 787, 20 percent of the 777, and 15 percent of the 767. What they build can’t be duplicated anywhere else, and Boeing can’t call in a new supplier to make one piece if it runs short. So far, the jetmaker says it has enough inventory to keep running for a few weeks.

Thirty years ago, Japan taught U.S. companies to boost profit by keeping inventory lean. Now it’s teaching them the risks. Mitsubishi Heavy Industries builds the 787’s wing; no one else can do that job. General Motors (GM) decided on Mar. 17 to close its Shreveport (La.) Chevrolet Colorado and GMC Canyon pickup plant for a week because it lacked components. Deere (DE) is delaying deliveries of excavators and mining equipment. And Honda Motor (HMC) suspended orders from U.S. dealers for Japan-built Honda and Acura models that would be sold in May.

“Instead of months’ worth of inventory, there are now days and even hours of inventory,” says Jim Lawton, head of supply management solutions at consultant Dun & Bradstreet (DNB) and a former procurement chief for Hewlett-Packard (HPQ). “If supply is disrupted as in this situation, there’s nowhere to get product.”

Beginning in the 1980s, to compete with Japanese manufacturers, U.S. companies became reliant on single suppliers for key parts. It was cheaper to buy in bulk from one outfit than to split orders. Now quake damage has interrupted 25 percent of the world’s silicon production because of the shutdown of plants owned by Shin-Etsu Chemical and MEMC Electronic Materials, says IHS iSuppli (IHS), an El Segundo (Calif.)-based researcher. The earthquake forced more than 130 plants, mostly in auto and electronics, to close as of Mar. 22, according to data compiled by Bloomberg. Some of the affected factories make items sold directly to consumers; others are sold to manufacturers.

At Dell (DELL), the world’s third-largest personal computer maker, managers are concerned that the supply of optical disk drives and batteries from Japan may be interrupted, according to a person familiar with the matter. Power failures at plants that make silicon wafers could also cause shortages in the computer-chip market in six to 10 weeks, said the source, who asked not to be identified discussing matters involving suppliers. In a statement, Dell said it doesn’t “see any significant immediate supply-chain disruption.”

From a command center in Boeing’s Everett factory, engineers can see aircraft production from a window and a 40-foot screen that displays live video from supplier operations, weather reports, and global news. Translators are on hand around the clock. Chicago-based Boeing, which has bought parts from Japan since the end of World War II, found damage at several sites, according to Boeing Japan President Mike Denton, who is working with officials there to get them running. The leading edge of the 787’s wings are built at Spirit AeroSystems Holdings (SPR) in Tulsa and shipped to Mitsubishi Heavy in Nagoya, where the full wings are assembled, then flown to Everett. Boeing and Mitsubishi Heavy use special autoclave ovens to bake composite-plastic sections of the plane and wing skins. Boeing is three years late and billions of dollars over budget on the 787.

Only about 10 percent of companies have detailed plans to deal with supply disruptions, says Lawton, who calls logistics the fastest-growing piece of Dun & Bradstreet’s business. Shortages may crop up in other countries as companies seek alternative sources, he adds.

Despite the risks, companies won’t abandon just-in-time inventory because the cost savings are too great, says James Womack, founder of the Lean Enterprise Institute in Cambridge, Mass. “Once they grasp the situation and they’ve got a plan, I would predict they are able to restore a remarkable amount of production very quickly,” he says. “Never sell Japan short.”

The bottom line: Japan taught U.S. companies the value of just-in-time supply chains; the crisis has exposed the downsides.

Discussion questions:

1. What are the advantages and disadvantages of “just-in-time Inventory” for a company?

2. Why do some companies still opt for “just-in-time Inventory” strategy despite its disadvantages?