Compare and contrast these different types of contracts of employment, and analyse the relative advantages and disadvantages of them for both employers and employees:

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Compare and contrast these different types of contracts of employment, and analyse
the relative advantages and disadvantages of them for both employers and
employees:
Permanent full-time contracts
Permanent part-time contracts.
‘Zero-hours’ casual contracts.
‘Fixed-term’ temporary contracts

You should present two clear examples of practice from a range of any organisations of your choice to
demonstrate how organisations use a mix of contractual models to suit their unique
organisational needs.

Please refer as one of the references to Introducing to human resorces management – C.Hook/A. Jenkins but also other online reeliable sources such as journals or website. The two companies that need to be assed need to have different employment contract type and analyse why they chose those types. Therefore, all four types need to be analyse between the two company chosen, two contract typer per company.

What could management have done differently to avoid the strikes if possible?

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All papers will be reviewed by Turintin for plagiarism. if you do not submit your paper to this it will not be accepted.
Late papers are subject to a reduction in points.
The paper must be 8 to 10 pages not including title page, ancillary pages, or resources.
There must be at least five resources, not including the textbook. The textbook can be used but there must be five additional academic or professional sources.
Points will be deducted for poor grammar, misspelled words, and failure to document sources.
The paper must be in APA format.

The assignment – Review the list of famous or popular strikes in recent history from this website:

Pick two of the strikes and use them in your paper.

Compare and contrast the situation that caused the strikes by answering the following questions:

1. What is the difference between the two strikes that you chose?

2. How does the management treatment of employees or labor in one strike different from the other?

3. What are the commonalities of the two strikes that you chose?

4. What are the significant differences that set the two apart?

5. What was the cause of the strikes?

6. What could management have done differently to avoid the strikes if possible?

7. What was the outcome of the strikes?

8. Whom would you consider to be the winner; management, labor, or both?

Use these questions to develop your paper, but the paper should NOT be a series of questions and answers.

PLEASE INCLUDE AN ANNOTATED BIOGRAPHY

How does the information in the book compare to academic journals written on the same topic?

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Assignment 2B – Book Analysis

Description:  For better or worse, popular press management books have become a major part of the personal effectiveness process for managers. This assignment requires you to read, review and critique a popular press book relating to the interpersonal business skills discussed in class. You should select a book that is relevant to your own personal plan for improving your personal effectiveness as a manger. These research papers will be distributed to all class members for review (a valuable resource for all of us if the reviews are done well). See the suggested readings list posted on CuLearn for ideas on which book may be interesting and valuable for your own personal development. No student in the class can choose the same book. Students should ‘sign-up’ for their book review on the CuLearn Discussion topic entitled ‘Book Report’. Books will be allocated on a first post basis (whoever posts that they are reviewing a certain book first, gets that book)

The following is a suggested outline for your profile report.

  • Title page
    • Include the full APA formatted reference as well as a picture of the front cover, # of pages, and a quick review (125 words or less), your rating (out of 5 stars).
  • Introduction (.5 pages)
    • Get the reader’s attention
    • Provide a clear road map for your analysis
    • Offer a clear thesis statement
  • Analysis and comparison to top academic research (2-3 pages)
    • What are the main topics covered in the book (relevant to BUSI 3104)?
    • How does the information in the book compare to academic journals written on the same topic?
    • How can this book help improve performance at work?
    • Is there any additional research on the topics in the book that you feel would enhance the book?
  • Personal effectiveness (1 page)
    • How can this book help graduates in their career?
    • How can the academic literature related to this book help graduates in their career?
  • Conclusion (.5 pages)
    • Summarize your main points.
    • What is your overall rating of this book and the related literature?
      • Would you recommend this book for other students in 3104?
      • What did you think of the author(s) (i.e. would you read another book by your author)?

Specifications:

  • Accepted paper length = 3-5 pages. Standard formatting rules apply (double spaced, normal margins and font size)
  • Please submit an electronic version (.docx) via CuLearn with the file name (LastNameFirstName – Asgnt #2B Book – Title of your Book – BUSI 3104)
  • You may use the first person writing style as this is a reflection piece.

Grading: The report will be graded out of 25 marks and is worth 25% of your final grade. You will be graded on the formatting of the report, the grammar, and the content in your report (i.e. the quality of your analysis and self-reflection). APA (6th edition) referencing style should be used for referencing.

Tips:

  • Do not waste time summarizing the book. This paper should be a thoughtful analysis of the topics covered in your book.
  • Take some time to select a good book that you like. You may change your book at any time provided you let me know.
  • You can choose any book you would like to read as long as you get approval from the instructor. I will be very accommodating a primary goal of this assignment is to have you enjoy the book you choose.

Critically evaluate the use of opportunities for creative challenge and/or contribution throughout the lifecycle of the change.

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Critically evaluate a recent change within an organisation, applying relevant theory to the way in which the change was identified, promoted, governed and (if relevant) adopted, and assessing the organisation’s readiness and resistance, and the opportunities where the likelihood of success might be increased. Critically evaluate the use of opportunities for creative challenge and/or contribution throughout the lifecycle of the change.
* Note: if the change initiative has not yet reached its point of conclusion, you should consider the likely risks facing adoption (as and when that time arrives) and what mitigations the leadership team might put in place to address them.
Your assignment must have a coherent structure and must be supported by a thorough understanding of the change initiative in question. References must be relevant and included using the Harvard referencing system.

How can virtual team leaders contribute to the employee’s engagement, trust, retention, performance, loyalty and feel of belonging with scarce physical meetings or office environment?

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– Research area and title of chosen topic.

Social and emotional leadership traits needed to attain high performance, engagement, loyalty and feel of belonging of virtual teams.

– Rationale, purpose, and objectives of the paper.

Working remotely has become very attractive to organizations looking to reduce cost, reach expertise around the globe or minimize the risk of pandemics like COVID-19. The objective of this paper is to focus on the leadership traits that leaders must attain when leading virtual teams working remotely to overcome performance, engagement and feel of belonging risks that may arise from the lack of face to face interaction and social settings.

– Some questions to be addressed by the topic.

  • Why knowing how to lead a virtual team is important?
  • Are the leadership styles and traits for leading a virtual team different from traditional F2F traits? If yes. How are they different? What are the factors that assist in creating a culture of collaboration trust, and the appropriate use of communication amongst virtual teams?
  • What are the past studies on the subject?
  • What are the characteristics of virtual work?
  • What are the common mistakes that leaders fall into that lead to loss of virtual team’s engagement, trust, retention, performance, loyalty, feel of belonging? What are the implications?
  • How can virtual team leaders contribute to the employee’s engagement, trust, retention, performance, loyalty and feel of belonging with scarce physical meetings or office environment? What are the specific ideas, communications and behaviors he should practice?
  • What are the unique results of successful leadership of virtual teams?
  • How can the leader strike work-life balance for employees working remotely? To avoid overworking from one hand and ensuring meeting the objectives satisfactorily on the other hand.

 

– Short paragraphs from relevant literature.

Generally, virtual teams are more difficult to lead than face-to-face teams characterized by presence and direct interaction. Virtual leaders thus face increased work demands and special challenges, especially with regard to building and maintaining trust. Little or no direct contact due to geographical distance and time differences may lead to a loss of motivation, difficulties in building team cohesion, and challenges in team coordination. In GVTs the social needs are seldom fulfilled. The team members have been noted to feel isolated and left out, and also crave for belongingness. They also feel that positive energy is missing in teams while sharing concerns and discussion of personal grievances are also reduced. Such experiences by the participants lead to higher emotional exhaustion rather than physical exhaustion in GVTs. The lesser experience of emotions, belongingness, and appreciation is a norm when one is part of GVTs.

Without the necessary training to adequately support the virtual teams, leaders often observe reduced productivity, feelings of isolation from virtual team members, and increased employee attrition.

It has been shown that classic leadership concepts applied in traditional team structures cannot simply be transferred to virtual leadership. Virtual leadership should not be understood as a leadership style, but rather as specific contextual conditions of leadership. Leadership over geographical distance in flexible working conditions therefore requires specific skills from leaders: e-communication skills, e-social skills, e-team building skills, e-change management skills, e-technological skills, and e-trustworthiness. It has been shown that classic leadership concepts applied in traditional team structures cannot simply be transferred to virtual leadership.

Virtual teams can also create higher levels of employee engagement and retention due to the additional flexibility that working virtually offers to employees who need or prefer to work do so (Badrinarayanan & Arnett, 2012; Hunsaker & Hunsaker, 2008). In addition to these workforce advantages for employee and employer, the cost structure of engaging virtual employees can be appealing (Cascio, 2000; Lipnack & Stamps, 1999; Tate, Ellram, Bals, & Hartmann, 2009; Purvanova, 2014).

There are distinct differences between virtual and non-virtual leaders. Having a strong sense of emotional intelligence and enhanced communication skills allows a successful virtual leader to address conflict via several channels, including polling outside participants in group discussions, promoting appropriate conversation channels when disagreements occur, creating a culture of trust to allow these conversations to occur, as well as encouraging the input of more reserved members of a team.

A leaders’ emotional intelligence awareness and prowess may be pivotal to improving effectiveness, particularly in virtual teams. Emotional intelligence can be the proverbial glue that bonds organizations together as it relates to relationship management and the leadership development process.

The emotional intelligence of a virtual team leader is significant, and the aspects of communication and trust are vital Bryant, 2013). Without a culture of trust from managers, team members may resist change and underperform. A compelling culture of trust between managers and virtual employees is necessary to counteract the absence of physical support.

Virtual teams require additional levels of trust due to lack of FtF interactions. Several researchers have concluded that trust plays a significant role as a moderator to leader communication with teams in affecting team performance (e.g., Chang & Wong, 2010; Dirks, 1999; Dirks & Ferrin, 2002; Jarvenpaa et al., 2004). Teams that have high levels of trust in leaders “are more proactive, more focused on task output, have a more optimistic spirit, initiate more frequent interactions, and provide more substantive, productive feedback” (Ford et al., 2016, p. 7).

There is also a need for team members to be mature enough to be able to handle the nuances and challenges of GVTs. The need to be self-managed rather than being micro-managed by managers in GVTs.

Team members who trust their leader will be more inclined to effectively complete critical tasks based on faith earned by leader’s communication and be more willing to go above and beyond with their work tasks

– Expected outcomes and sketch out your research map.

The expected outcome is a 6000 words scientific paper with a logical analysis of most important leadership traits, dos and don’ts that leaders must focus on to lead virtual teams backed up with recent academic researches and interviews of manager who managed virtual teams.

 

– Please refer sample APA research paper for the paper contents and sections. Writer may add/edit as necessary.

– You must provide critical analysis in the discussion.

– Font size:14

– You must use relevant journal articles and other sources. 5 tentative recent references for the topic have been identified. Writer may add recent academic journals (i.e. 2015-2020). Must use Harvard referencing style.

Shaik, F.F., Makhecha, U.P. and Gouda, S.K. (2020), “Work and non-work identities in global virtual teams: Role of cultural intelligence in employee engagement”, International Journal of Manpower, Vol. ahead-of-print No. ahead-of-print. https://doi.org/10.1108/IJM-03-2019-0118

 

Efimov, I.; Harth, V.; Mache, S. Health-Oriented Self- and Employee Leadership in Virtual Teams: A Qualitative Study with Virtual Leaders. Int. J. Environ. Res. Public Health 2020, 17, 6519.

 

Sean A. Newman1, Robert C. Ford, Greg W. Marshall, Virtual Team Leader Communication: Employee Perception and Organizational Reality, International Journal of Business Communication 2020, Vol. 57(4) 452– 473.

 

Alward, E., & Phelps, Y. (2019). Impactful leadership traits of virtual leaders in higher education, University of Phoenix, Online Learning, 23(3), 72-93. doi:10.24059/olj.v23i3.2113

Farheen Fathima Shaik, Upam Pushpak Makhecha, Drivers of Employee Engagement in Global Virtual Teams, Australasian Journal of Information Systems,2019, Vol 23,

 

 

– Draft out a report that shows your research intensions.

The results of this study could contribute in further researches on leading virtual teams effectively to successfully offset the shortfalls of working remotely.

Evaluate this approach by Cummings and its potential advantages and disadvantages.

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In an article published by the MailOnline, James Tapsfield described some changes introduced by the current Tory government to the renown British Civil Service, which have been blamed for senior staff departures. He wrote:
Dominic Cummings has moved No10 aides into a new ‘mission control’ as part of a drive to sharpen up government. The maverick aide (…) has introduced a Nasa-style set-up in the Cabinet Office. The open-plan space is being used by a tight-knit circle of advisers, with socially-distanced desks grouped into policy areas overseen by Mr Cummings and data guru Ben Warner. Big screens are also being deployed to display detailed metrics about progress with policies and the coronavirus crisis – in keeping with the former Vote Leave head’s determination to make government more data-driven. (…) [Cummings also expressed concern about] ‘the abject failure of the senior civil service to think about high performance project management.’
Drawing on at least two readings discussed in class so far, evaluate this approach by Cummings and its potential advantages and disadvantages. If you were an aide to Boris Johnson, would you agree with this approach, or not?

Describe how your proposed action research may help in growing your organization.

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Describe how your proposed action research may help in growing your organization. Identify other researchers who might support your claim.

Critically discuss the innovation strategy and management process employed in the organisations using Tidd and Bessant’s 4 step model (search, select, implement and capture).

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For the assessment when selecting the two Companies, the professor instructed that one company should be local and the other should have its headquarters in another country

The two companies I have decided to assess are, Scotia Bank (HQ in Canada but has a branch in Guyana) and Guyana Bank for trade and Industry(Local Company).

Assessment Brief

 Report Task

You are required to undertake research on two innovative organisations in the same sector who have headquarters in different countries. You will write a 4,000 word report on the management of innovation in those organisations that must include the following sections:

  1. An introduction to the two organisations and some of their main innovative end results.
  2. Map and critique the innovation space of the two organisations setting out existing practice (i.e. outputs/outcomes).
  3. Critically discuss the innovation strategy and management process employed in the organisations using Tidd and Bessant’s 4 step model (search, select, implement and capture).
  4. Identify recommendations to improve the innovation management of the two organisations.
  5. Provide a short conclusion to your innovation report assignment.

Additional requirements for the assessment:

Some tools the professor said to consider in the assessment are:

  1. Competency mapping
  2. competitive profiling
  3. Porter’s Five Forces
  4. PESTLE Analysis
  5. SWOT analysis

Also who is the leader of the business? Doug Mclelland Need’s Theory ( Power, affirmation, Achievement)

Key Points

  1. Individual Work

You are to work individually.

  1. Research approach

You should find the required information on the organization via secondary/desk (i.e. web, journal articles) research. Where needed you can use primary research to fill in any knowledge you are missing from secondary sources. You must clearly provide evidence to support the critical discussion in your report. English language sources are preferable, non-English sources are acceptable as long as a translation of the reference is provided.

3.Writing the Report

Write up your work in a report format.  Your report should explicitly include all the items listed in the marking schedule below.  It should be a maximum of 4,000 words in length. The word count excludes the following: references, appendices, table of content. Please include the word count on the title page.

3.1 Report format 

Front cover includes: module title and number, matriculation number, word count, report title

Layout: 1.5 spacing, font arial, font size 12, pages are numbered.

Additional Guidance 

  • This component is an academic assignment and should be written in an appropriate style (e.g. using 3rd person)
  • You are required to present using a clear coherent structure.
  • You are required to use the APA referencing style (6th edition) throughout and can find guidance on this via the library
  •  a word count should be provided on the front cover of your report.

Marking Guide – Managing Innovation

Explain the risk associated with leveling resources, compressing or crashing projects, and imposed duration(s) or “catch-up” as the project is being implemented.

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You need Microsoft Projects software for this assignment – Instructions/Questions:

  1. Draw a project network diagram from the above information.
  2. Activities B and H below can be shortened to a minimum of 2 weeks; which activity would you shorten to reduce the project duration by 2 weeks?
  3. Why?
  4. Explain the risk associated with leveling resources, compressing or crashing projects, and imposed duration(s) or “catch-up” as the project is being implemented.

Describe the protective system in terms of the goals that link components together at different levels.

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Please rewrite “Assignment 1”.doc paper. This paper should describe the protective system in terms of the goals that link components together at different levels.
*** keep the current protective system in the paper which is the Biometric system **

*** READ ALL THE UPLOADED MATERIAL***

1) Chapter 1 protective systems theory.pdf
2) Instructions for assignment 1 – Write a short paper that describes a protective system.pdf
3) original instructions for assignment_1.doc
4) Assignment 1.doc