Create a data chart or graph to most effectively display the cost-benefit evaluation metrics that you will use to measure the success of your solution. Write 250-word explanation of the degree of confidence you have regarding the cost-benefit analysis and the assumptions you are required to make for cost, risk, benefits, and the financial outcome of your proposed solution.

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Excel Spread Sheet (Incl)

Assessment Description
The purpose of this assignment is to explain how you will evaluate and measure the success of the problem solution you intend to implement in the organization.

This solution evaluation process will be used to determine the potential success of your implemented solution. Success can be measured using both qualitative and quantitative methods, therefore it is important to determine which tools and metrics you will use to evaluate the data you have collected.

In this assignment, you will use cost-benefit analysis to evaluate the financial outcomes of your solution. Create a data chart or graph to most effectively display the cost-benefit evaluation metrics that you will use to measure the success of your solution. Review the study material “Cost Benefit Analysis Solution Evaluation” Excel spreadsheet to assist you. Then, write 250-word explanation of the degree of confidence you have regarding the cost-benefit analysis and the assumptions you are required to make for cost, risk, benefits, and the financial outcome of your proposed solution. Include an explanation of how you will measure whether the solution is successful in addressing the problem and meeting the needs of the business, employees, and customers.

This summary will be used as part of the Business Proposal Presentation in Topic 7 and within the Final Business Proposal in Topic 8. Evidence of revision from instructor feedback will be assessed on the final business proposal.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

Complete a STEEPLE analysis on your chosen organisation, and use this as the basis to critically analyse how organisations are shaped and developed in response to the internal and external environmental and competitive market factors.

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Business Analysis

Complete a STEEPLE analysis on your chosen organisation, and use this as the basis to critically analyse how organisations are shaped and developed in response to the internal and external environmental and competitive market factors.

Using the findings from your STEEPLE analysis, identify 3 key factors that would have the most impact (either good or bad) on your organisation, and critically analyse how organisations are shaped and developed in response to these factors, to support the internal and external business environment.

Note: STEEPLE analysis was introduced in week 4 of this module. This analysis is not included in the assignment word count, but you can include it as an appendix.

Analyse a range of financial strategies including budgets, financial management and accounting. Evaluate approaches to procurement and contracting within an organisation.

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Business Report

LO1 Analyse a range of financial strategies including budgets, financial management and accounting.

LO2 Evaluate approaches to procurement and contracting within an organisation.

LO3 Assess the commercial context that an organisation operates within.

Was there a sense of urgency for change? Did everyone feel that change was necessary? Was there support for the changes included in the Total Quality program? Was this a “united front” or were only some of the stakeholders committed?

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Change Management

This assignment is a case study. Read the attached case study and answer the following question. The format does not matter. Be sure to answer each of the questions below. Your paper should be 3 pages (Title page and/or references not included in page limitations;

1. Short summary of important facts

2. Was there a sense of urgency for change? Did everyone feel that change was necessary?

3. Was there support for the changes included in the Total Quality program? Was this a “united front” or were only some of the stakeholders committed?

4. What would you have done differently from Telwork’s perspective to increase the change effort’s chances of success? What would you have done differently in John Smithers’ shoes given the hand he was dealt? (a way to approach this is to list the barriers to change.)

What classification of patents is involved in this decision? Did Ebay win on the issue before the Supreme Court? Summarize the position set forth in justice Kennedy’s concurring opinion?

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Way, Inc. V. MercExchange, LLC, 547 US 388 (2006)

Prepare a formal case brief where the learner discusses:
1.the important facts,
2.the issue is in the case,
3.the final holding,
4.the reasoning behind the court’s decisions.

Answer the following questions.

1.What classification of patents is involved in this decision?
2. Did Ebay win on the issue before the Supreme Court?
3. Summarize the position set forth in justice Kennedy’s concurring opinion?

How would you advise a potential foreign corporation to manage the intricacies (complexities and risks) of China’s political-legal environment?

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Case Studies: China, Big Opportunities, Complicated Risks

After reading and the attached case study titled “China Big Opportunities, Complicated Risks”, recommend a perspective a multinational corporation could use to make sense of the political situation in China, especially during the Covid-19 pandemic outbreak. How would you advise a potential foreign corporation to manage the intricacies (complexities and risks) of China’s political-legal environment? Remember that a foreign corporation is the one investing, outsourcing or doing business with China.

Determine whether Ms. Djarra established a prima facie case of religious discrimination against her by Mr. Johnson. Discuss whether Mr. Johnson made a good faith effort to offer reasonable accommodations to Ms. Djarra or whether Mr. Johnson could not reasonably accommodate Ms. Djarra without undue hardship.

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The Religious Discrimination – Reasonable Accommodations

Important facts to capture

Determines Whether Ms. Djarra Established a Prima Facie Case of Religious Discrimination Against Her by Mr. Johnson

Discusses Whether Mr. Johnson Offered Reasonable Accommodations to Ms. Djarra

Identifies the Amount and Type of Damages to Be Awarded

Assume the role of the judge in the Dress Code Flips Burger Joint case. Analyze the legal issues presented by the parties and state how you would rule on each of the issues presented. Remember that your ruling should be based on your legal analysis and not on your own personal views. Use the IRAC method to apply the law to the facts and reach a legal conclusion based on your analysis.

Your legal analysis should summarize the legal framework that applies to religious discrimination cases under Title VII (see EEOC v. Alamo Rent-A-Car LLC, Tiano v. Dillards Dept. Stores, Inc, and Cloutier v. Costco Wholesale Corp) and then:

• Determine whether Ms. Djarra established a prima facie case of religious discrimination against her by Mr. Johnson.

• Discuss whether Mr. Johnson made a good faith effort to offer reasonable accommodations to Ms. Djarra or whether Mr. Johnson could not reasonably accommodate Ms. Djarra without undue hardship.

• Identify the types of damages available under Title VII and the type and amount of damages to be awarded to Ms. Djarra, if any.

Is there a significant relationship between first-line managers’ roles and employee innovative behavior in oil and gas organizations in the UAE? What are the significant first-line managers’ roles that impact employee innovative behaviour?

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Literature Review Matrix & Paper Formatting

Role of First-Line Managers in Implementing Effective Innovation in Organizations

Introduction
Research Background
In the current age of rapid changes, businesses are under increased pressure to engage in innovative behaviors and practices to gain a competitive advantage in the market. Innovation enables firms to be more flexible and adaptable to ever-changing and advancing technologies and the unpredictable and uncertain business environment. However, for businesses to innovate they have to rely on their employees’ innovative behaviors to develop solutions to the problems facing an organization (Elidemir, Ozturen, & Bayighomog, 2020). It is critical to note that employees’ innovative behavior is frequently influenced by the climate in which they work (Theure, Tumasjan, & Welpe, 2020). Given that environment is defined as workers’ impressions of official and informal organizational rules, practices, and procedures, it is reasonable to anticipate that the roles of first line managers can impact the innovative behavior exhibited by employees (Theurer et al. 2020).
The current study will seek to offer insights into the impact of first-line managers’ roles on the employees’ innovative behavior in the organization. The research study will specifically, focus on the oil and gas sector in the United Arab Emirates (UAE) which in the last year has experienced upheavals driven by a considerable drop in oil prices (The National, 2021). The reducing oil prices as well as shifting demand for oil and gas driven by tightening emissions regulations across the world, the rise of electric vehicles, considerable demand growth being driven by countries outside the organization for economic co-operation and development (OECD) and the younger generation embracing the sharing economy thus reducing the demand for oil means that oil and gas companies have to embrace innovation (The National, 2021). Innovation in this case is in pursuit of new efficiencies such as cutting costs to maximize productivity and profits and to produce low hydrocarbon products (The National, 2021).
With the changing price and demand dynamics, a majority of the oil and gas companies in the UAE have responded with innovation initiatives. Abu Dhabi National Oil Company (ADNOC) for example putting in place a 2030 strategy whereby the company aims to transform its business and future success by delivering growth, value creation, and profitability by seeking new ways to suit the current world and the future needs (ADNOC, 2021). However, while it has not been difficult to introduce technology advances and innovations, putting them in place, maintaining them, and keeping them successful over time has proven challenging (Abuhejleh, Dulaimi, & Ellahham, 2016). To ensure successful implementation of technological innovation, there is a need to provide adequate organizational support to employees to ensure they exhibit positive energy and eagerness which motives them to go beyond their defined job responsibilities and exhibit innovative behaviour (Riaz, Xu, & Hussain, 2018). Therefore, this study will determine the impact of first line managers’ role on employee innovative behavior in the UAE oil companies.
In the ever dynamic and competitive contemporary business environment, businesses are always striving for competitive advantage with innovation being earmarked as one of the avenues to help organizations to achieve a larger market share (Alhammadi Tham, & Azam, 2020). Technological advancements, shifts in customer behavior, greater competition, limited resources, short product lifecycles, and changing business models are among the elements that have helped drive the need for innovation in businesses in recent times (Kozioł-Nadolna, 2020). Moreover, internal factors which affect employees’ innovative behavior and the subsequent competitiveness and productivity of the organization include material, intangible, and human resources (Kozioł-Nadolna, 2020). Internal factors role in organizational innovation is informed by the resource-based view (RBV) which implores organizations and management to focus internally and assess assets, capabilities and competencies that can help an organization generate and deliver competitive advantages (David & DeWitt, 2021; Kozioł-Nadolna, 2020).
Based on the RBV, employees are one of the most valuable internal resources to organizational innovation (Cruz & Haugan, 2019). Employees create and introduce new ideas and innovations with their attitudes towards innovation playing a crucial role in how an organization perceives problem finding and solutions and determining how effectively an organization can adopt and implement innovations (Paulikas, 2018). Hansen Amundsen, Aasen, and Gressgård (2017) further note that leaders and managers can influence employees’ attitudes towards innovation by being open to new ideas, making the employees aware of the impact of their innovative ideas on the organization, open communication and trusting employee to solve problems. First-line managers, in particular, are critical in influencing employees’ attitudes towards innovation, employee innovative behaviors and innovation implementation since they are the ones who are in constant contact with employees (Fader, 2014; Schultz, 2020). With leaders playing such a crucial role in implementing effective innovation in organizations, several studies have been undertaken to examine the role of managers and specifically line managers in organizational innovation.
A study by Fader (2014) indicated that the role of first-line managers in encouraging employee innovative behavior included recognition and encouragement of innovative behaviors, empowering employees in problem-solving and supporting innovation through participative decision making and openness to new ideas. The views by Fader (2014) showing the important role of first-line managers are supported by Kozioł-Nadolna (2020) who indicated that first-line managers stimulate innovation by incentivizing and rewarding innovative behaviors, openness to new ideas and new ways of doing things and inspiring employees by settings goals and open communication. Despite the above studies indicating that first-line managers have a crucial role to play in implementing innovation in an organization, the managers sometimes lack the necessary skills to achieve the goal. Specifically, Fader (2014) notes that line managers are often not trained and equipped with sufficient knowledge on how to stimulate and implement innovation. In UAE specifically, a survey undertaken by Abuhejleh et al. (2016) evaluating businesses that had participated in a UAE organized World Government summit indicated that only 26% of the participants have successfully generated and implemented innovations. Therefore, while first line managers can play a crucial role in stimulating and implementing innovation, they are usually hampered when it comes to the effective implementation of innovation in an organization. Therefore, this research will seek to solve the issue and research gap by examining the role of first-line manager in stimulating employee innovative behavior, thus helping organizations to better equip line managers with the relevant training and knowledge for effective innovation implementation.

Problem statement
Innovation implementation has proven a challenge to numerous businesses, especially in the UAE where 65% of the firms surveyed indicated that they were able to generate innovation but failed in implementing them (Abuhejleh et al. 2016). While organizations are aware and able to generate innovation, sustaining them in the long term and ensuring that they are effective in achieving the intended objective has proven a challenge. According to Rønningstad (2018), a key role of first-line managers entails passing innovative ideas proposed by employees to top management to shape decision making. In this respect, first-line managers need to exhibit openness to new ideas as well as open communication with employees to enable them understand employees’ perspectives on improving operations (Rønningstad, 2018). However, studies such as Alhadhrami (2013) have shown that in the UAE, the Arabic culture influences managers to not accept direct and open communication from their subordinates which makes it difficult for the managers to understand innovative ideas from employees. As a result, there is a gap in literature which this study will seek to address since it is realized that although open communication is crucial role of first line managers in promoting employee innovative behavior, it is disregarded in the UAE organizational setting.
At the same time, Hasnat and Philbin (2021) explained that employees’ attitudes affect their innovative behavior in which employees with positive attitudes are likely to make suggestions on how to improve the organization operations and increase profitability. However, research by Al-Ali (2018) showed that UAE employees exhibit negative attitudes towards their work since they do not regard their jobs as a source of satisfaction leading to high rates of absenteeism and turnover. In this regard, the gap on how employee attitudes in the UAE can be improved to promote innovative behavior is addressed in this study. One of the ways organizations can mitigate challenges affecting innovation is by involving first-line managers who play a crucial role in stimulating and implementing innovation through open communication, participative decision and settings goals (Kozioł-Nadolna, 2020). However, first-line managers rarely succeed in the effective implementation of innovation due to poor training, insufficient knowledge on how to stimulate and implement innovation and funding. Therefore, this research study will seek to offer insights to organizations on the critical role first-line managers play in the successful, effective and sustained implementation of innovation.
Purpose of the study
To examine the impact of first-line managers’ roles on employee innovative behavior in oil and gas organizations in the UAE.

Research objectives
• To determine trends of employee innovative behavior in oil and gas organizations in the UAE.
• To determine trends of first-line managers’ roles in oil and gas organizations in the UAE.
• To determine the correlation between first-line managers’ roles and employee innovative behavior in oil and gas organizations in the UAE.

Research Questions
• Is there a significant relationship between first-line managers’ roles and employee innovative behavior in oil and gas organizations in the UAE?
• What are the significant first-line managers’ roles that impact employee innovative behaviour?

Provide a summary of the attached article, How Direct-to-Consumer Brands Can Continue to Grow? How did DTC brands become successful?

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Direct to Customer Brands

Provide a summary of the attached article, How Direct-to-Consumer Brands Can Continue to Grow?

How did DTC brands become successful?

Format: word document or pdf. Times New Roman, 12 points, Double spaced, please no longer than 2 pages.

How does Ortega define Lola’s success, at least in terms of his mission/vision/goals for his business? Might later explain what this is for Lola’s. Consider whether or not it is making any progress towards its financial and other goals.

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Seminar Management Strategy & Policy Assignment

Read the comments below about this issue brief (case analysis) submission carefully and revise your issue brief.

Notes:
-Attention needs to be paid to (1) showing your understanding of the required textbook chapter reading. When you revise this issue brief for the final submission, try and integrate the mission – vision – goals and objectives concepts from the required textbook chapter reading into your analysis. Before you revise, please review the notes in the issue brief rubric on Canvas for coaching comments. While you are at it, please consider how you might re-frame Ortega’s decision more clearly in your opening statement, as it your justification that Lola’s does not already have a positive brand image is not entirely clear.

-How does Ortega define Lola’s success, at least in terms of his mission/vision/goals for his business? Might later explain what this is for Lola’s. Consider whether or not it is making any progress towards its financial and other goals. Run the numbers!

-In the future, rather than describing the SWOT analytical technique, consider crafting strategic options based on the company’s Strengths and Opportunities (SO strategies), Strengths and Threats (ST strategies), Weaknesses and Opportunities (WO strategies), as well as Weaknesses and Threats (WT strategies). Are Lola’s capabilities and resources sufficiently valuable, rare, inimitable, or organized to capture value to support any of the moves that you are
proposing?