Identify the author’s main points. Who is the author’s intended audience? What types of executive compensation were addressed in the article?

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Unit 6 Article Critique

Instructions
Many people today believe that U.S. executives are paid too much while others believe that the size of their compensation packages are justified. For this assignment, choose a peer-reviewed article to review. Find an article about executive compensation that is of interest to you. The article must be at least three pages long, and no more than 3 years old. Write a two-page review of the article that includes the following information:

  • Briefly introduce and summarize the article.
  • Identify the author’s main points.
  • Who is the author’s intended audience?
  • What types of executive compensation were addressed in the article?
  • How does the article apply to this course?
  • How could the author expand on the main points?

After reviewing the article state whether you think executive compensation is justified or is out of hand. Give at least three points to justify your argument.

Utilize at least two sources, one of which must be the article. The Business Source Ultimate database in the CSU Online Library is a great place to begin searching for sources. Adhere to APA Style when constructing this assignment, including in-text citations and references for all sources that are used. Please note that no abstract is needed.

Discuss how the characteristics of a job, organization, or applicant affect the utility of any test.  Describe the government’s role in personnel selection decisions, particularly in areas of constitutional law, federal laws, executive orders, and judicial precedent.

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Interactive Learning  Activity

5.1 Learning Outcomes:

  • Establish the basic scientific properties of personnel selection methods, including reliability, validity, and generalizability.
  • Discuss how the characteristics of a job, organization, or applicant affect the utility of any test.
  • Describe the government’s role in personnel selection decisions, particularly in areas of constitutional law, federal laws, executive orders, and judicial precedent.
  • List common methods used in selecting human resources.
  • Describe the degree to which each of the common methods used in selecting human resources meets the demands of reliability, validity, generalizability, utility, and legality.

5.2 Action Required:

In the organization where you work or take an example of your choice to answer the question given below.

5.3 Test your Knowledge (Question):

Describe some common methods used in selecting human resources in the organization where you work. Try to compare these with other organization.

5.4 Instructions:

  • Answer  the question in test your knowledge section.
  • Post your answer in the discussion board using the discussion link below (Week5:Interactive learning Discussion)

 

Do you think electric cars may become a viable alternative to gasoline-powered vehicles? What is the future of the electric car? Explain your answer especially in the context of KSA as Saudi Arabia is moving towards carbon free economy.

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Critical Thinking

 The Chinese company BYD is pursuing electric cars and hopes to become the world’s largest car company. With the financial support of American Warren Buffett, the company, which has only been in existence for a few years mostly making batteries, has caught the attention of not only Mr. Buffett but also many in the auto industry.

ELECTRIC AND HYBRID CARS

 Electric cars (also known as electric vehicles or EVs) rely exclusively on battery power. With an all-electric EV there is no internal combustion engine, muffler, gasoline tank, air and fuel filters, and other parts needed to run a gasoline powered system. The vehicle itself also produces no tailpipe emissions, and by getting its power from an efficient utility company, overall, it produces fewer greenhouse gases. This is especially true if the electricity is produced with nuclear power, clean coal, or natural gas. EVs are also less expensive to fuel on a per mile basis. Electric cars, however, have a shorter driving range and are difficult to operate with long distance travel.

There are also some safety concerns associated with using a lithium-ion battery, as lithium is a highly reactive material prone to explosion

Do you think electric cars may become a viable alternative to gasoline-powered vehicles? What is the future of the electric car? Explain your answer especially in the context of KSA as Saudi Arabia is moving towards carbon free economy.

Given a business strategy of being the word leader in manufacturing electric cars with innovative technology, what operations and supply chain strategy do you think BYD should pursue? Identify what operations and supply chain should do to help BYD compete including a mission, objectives, distinctive competence, and key decisions.

How electric car will be useful in Saudi Arabia’s Neom city project to achieve      Kingdom’s vision?

 

Note:   Go to the company website and answer the above questions. This is just an advice. You may surf net , company report, Saudi vision 2030 to answer the questions.

 

Critically discuss whether stock options for managers are an effective mechanism for reducing ‘Agency Costs’?

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Reducing ‘Agency Costs

Critically discuss whether stock options for managers are an effective mechanism for reducing ‘Agency Costs’?

 

Evaluate your and others’ performance in terms of assuming the best in one another, staying calm, finding common ground, disagreeing diplomatically, avoiding exaggeration and either/or approaches, and sharing all stories (including a shared story).

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College of Administrative and Financial Sciences

Assignment 1

Communications Management (MGT 421)

Course Name: Communication Management Student’s Name:
Course Code: MGT421 Student’s ID Number:
Semester: 2nd  Semester CRN:
Academic Year: 2022-23-2nd

For Instructor’s Use only

Instructor’s Name:
Students’ Grade:  /15 Level of Marks: High/Middle/Low

General Instructions – PLEASE READ THEM CAREFULLY

  • The Assignment must be submitted on Blackboard (WORD format only) via allocated folder.
  • Assignments submitted through email will not be accepted.
  • Students are advised to make their work clear and well presented, marks may be reduced for poor presentation. This includes filling your information on the cover page.
  • Students must mention question number clearly in their answer.
  • Late submission will NOT be accepted.
  • Avoid plagiarism, the work should be in your own words, copying from students or other resources without proper referencing will result in ZERO marks. No exceptions.
  • Use APA reference style.
  • All answered must be typed using Times New Roman (size 12, double-spaced) No pictures containing text will be accepted and will be considered plagiarism).
  • Submissions without this cover page will NOT be accepted.

Learning Outcomes:

1.2 Communicate better, knowing that good communicators make better managers and that communication is a dynamic process basic to individuals and organizational life.

2.1 Perform all communication abilities, including thinking, writing, speaking, listening, and assessing the technology.

3.1 Analyze effective business letters, memorandums, and case studies.

Assignment Structure:

  Type Marks
Assignment-1 Part 1 8
  Part 2 7
Total   15

Assignment Question(s):

Part 1 (8 Marks)

Assess a Recent Difficult Conversation

Think about a recent difficult conversation you had. Ideally, select a conversation that occurred in the workplace or at school. Based on this conversation, do the following:

  1. Summarize the conversation in one paragraph. (2 Marks)
  2. Evaluate your and others’ performance in terms of assuming the best in one another, staying calm, finding common ground, disagreeing diplomatically, avoiding exaggeration and either/or approaches, and sharing all stories (including a shared story). (2 Marks)
  3. Describe three ways you would approach the conversation differently if you did it over again. (2 Marks)
  4. Assuming you had the conversation again, what are three questions you would ask to invite a learning stance? (2 Marks)
SUBJECT: Make Sure Jim is Doing Well Emotionally; Please Send Me Files about Personnel Policies

Hi,

I just talked to Jim by phone. He’s having a real rough time fitting in with his new team. I think part of the problem is he’s going through a divorce right now, so let’s make sure we really take care of him during the next few weeks. He’s been a loyal employee for so many years that we owe it to him to support him in this time of need. One of Jim’s strengths is he’s a very sensitive, emotional person. With all that’s going on his life right now, this emotional side of his is really draining and even dysfunctional for him. So, please talk to several members of his team and make sure they’re supportive.

Also, I can’t seem to find some of files that I sent you last month. Part of the problem is I’m traveling right now with just my laptop and I’m a bit less organized than usual. Can you send me all the files I’ve sent about new personnel policies? Thanks a lot.

Also, I’ve been thinking a lot about new ways of reorganizing our teams so that we’re getting the most value added based on employee strengths and complementarities. We seem to set up our teams so much based on individual performance evaluations but rarely if ever contemplate the appropriate mix of personalities and complementary skill sets to really foster innovation in a way that drives value for the company. In the next month, I will outline new principles and guidelines for team assignments that we will gradually implement over a six to ten month time period in order to slowly but surely reinforce new ways of collaborating and get the most out of teams. The ROI for this new team approach will be demonstrable in a variety of metrics.

Thanks for all your good work. See you in a week when I get back. In the meantime, please send my best wishes to everyone on the team and others you see in the office. This is a really important time for all to stick together and focus on supporting one another. Enjoy your week!

Steve

Steve Goldstein

Business Development 1st VP

FCT Industries

Email: Steve.Goldstein@fctindustories.com

Skype username: steve.fctindustries

“Real patriotism is a willingness to challenge the government when it’s wrong.” –Ron Paul

 
  • Part 2 (7 Marks)
  1. Identify five principles violated in this email. (5 Marks)
  2. Make recommendations for improving this email. (2 Marks)

 

Explain the most likely causes of high inflation and reduced GDP in the UK during the last 12 months.

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Causes of high inflation

Explain the most likely causes of high inflation and reduced GDP in the UK during the last 12 months.

 

What are your thoughts about this practice? Do you feel that all employees in a company should have the option to telecommute? Why, or why not?

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Unit 6 Discussion Question

In today’s economy, many organizations offer work from home arrangements. This has become popular with some parts or even entire teams working from home more than 1 day a week. This has been brought about by advanced technology. And it is a trend that will continue as organizations use this as a selling point to attract top talent.

Some companies allow parts of their workforce to telecommute while other parts of the workforce must be on-site. What are your thoughts about this practice? Do you feel that all employees in a company should have the option to telecommute? Why, or why not?

Explain your rationale. In your opinion, do such factors as the demographic composition of the workforce of the company matter? Explain.

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Unit 5 Discussion Comp Management

A strong compensation and benefits system can enable an organization to balance between providing competitive market wages to attract high-quality candidates that will stay with the organization and yet keeping to an adequate spending budget.

Many compensation professionals are faced with making choices about which discretionary benefits to drop because funds are limited, and the costs of these benefits continually increase. Assume you must make such choices. Rank-order discretionary benefits from the ones you would most likely eliminate to the ones you would least likely eliminate. Explain your rationale. In your opinion, do such factors as the demographic composition of the workforce of the company matter? Explain.

Is GOALZ affected by globalization? If so, how? What other major workforce issues are evident in this case? Do you believe that GOALZ needs a human resource professional? Explain your answer to Faisal and Faris.

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CASE STUDY

Faisal and Faris founded  GOALZ, a sporting goods and equipment store and manufacturer, 10 years ago. Faisal and Faris had always been sports enthusiasts. As stellar athletes through high school and college, these twin brothers knew they wanted to open a business that catered     to the leisure sporting industry.

Shortly after graduating from college, they presented to a bank the business plan they had developed as part of their small-business entrepreneurial course. They were given a  loan, and with SAR 15,000 they had saved between them, they started the company. Initially, they were the only two employees.

Within the first six months of business, Faisal and Faris added three employees to help deal with a new contract they had just won. By the end of their first year, the company had more than SAR 300,000 in revenues and six employees.

Faisal and Faris were pleased with their initial success, but they anticipated more competitors and knew they had to diversify their product lines. As they did, it became apparent that they needed to add a couple of locations to better serve their growing customer base, as well as hire more people to meet customer demand.

They now have 125 employees, 3 suburban branches, and annual revenues approaching SAR 10 million. Overlooking their LAGOON, where employees try out new water gear (kayaks, swim fins, wet suits, racing suits, goggles), Faris says to Faisal, “Maybe we are getting too old for this. I got the prototype for the new soccer gear, and the labeling looks funny to me.”  Faisal scratches his head. “I do not know  Lots of things going on around here that I don’t understand.

Kareem  asked me if we could make a corner of the lunchroom into a babysitting place. Said we’d be work/life friendly. We’ve always been that, right?” They head outside to the GREEN, their golf supply area, and pass a few people who smile and nod. Faisal comments, “I don’t even know everyone who works here anymore. Amna in personnel asked me about an insurance file claim on Jood  from her optometrist. I don’t even know who Jood is or why we have vision insurance. Amna talked about ‘human resources issues.”

Faris offers, “Last week I played racquetball with Asad.” Faisal frowns and Faris goes on, “Sure, you know Asad. He runs that football club  in Abha. He was bragging about their strategic new human resources manager.”

Faisal picks up the new goggles and says, TRY THIS OUT. “This golf club is a strategic advantage. What is a strategic human resource?”

Assignment Questions: 

Q1. Is GOALZ affected by globalization? If so, how?  (3.5 Marks)

Q2. What other major workforce issues are evident in this case? ( 4Marks)

Q3. Do you believe that GOALZ needs a human resource professional? Explain your answer to Faisal   and Faris (4 Marks)

Q4. What are the challenges of Strategic Human Resource Management? (3.5 Marks)

 

What advice might you give Rob and Diane about the management practices they are proposing within each element of the TQ infrastructure? What additional practices might you suggest?

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 Learning Outcomes:

  • Recognize the importance of quality management theory, principles, and practices applied in businesses on national and international levels.
  • State the importance of standardization and quality standards.

 Action Required: (Read)

Case: A Total Quality Business Model

Two young entrepreneurs, Rob and Diane, were contemplating an idea of developing a new type of take-out restaurant with limited dining facilities that would provide a wider variety of home-cooked cuisines than found in currently available businesses. In developing their business model, they realized that a TQ-focused management infrastructure would be vital to success. Here are some of the ideas they arrived at.

Customer Engagement

Rob and Diane realized that they must focus on the customers’ perceived quality of both the product and service. They believe they must provide unexpected value to their customers and go beyond customer expectations to create lifetime customers. As part of training, employees will focus on “moment of truths”—the many instances that a customer forms an impression of the company, either through its products or interactions with its employees. These moments include a friendly greeting to each customer on arrival, recognizing repeat customers, offering samples of different items, answering questions, serving the products, and a genuine thank-you on leaving. Another way to exceed expectations would be to accommodate any reasonable request. Employees would have the authority to do whatever it takes to satisfy the customer. When a complaint is raised, the employee should act immediately to solve to the problem, listen attentively to the customer, and apologize. No matter what, the customer should always be thanked for bringing the complaint to the staff’s attention.

To evaluate the customer’s experience, the company would require shift managers to be the first customer on each shift, starting from the parking lot to check its cleanliness. In addition, they would use technology to track service times and complaints, and “mystery shoppers” each month throughout the system. Every quarter, all regional store and shift managers would meet to discuss their experiences and seek improvements.

Leadership and Strategic Planning

The leadership system would consist of regional vice presidents responsible for all of the stores in a geographical area, regional managers in charge of about a dozen stores within a region, store managers responsible for the day-to-day operations, and shift managers to manage the employees on each shift. This “cascading” structure would allow communications to be disseminated rapidly throughout the company, both top-down and bottom-up. A manager training and development program would ensure that each level of manager obtained the necessary skills for their job responsibilities. This training would not only address the needs of entry-level managers, but also those who move up the career ladder in the firm into higher leadership positions.

The company’s vision would be simple: to be the consumer’s choice for all varieties of fresh convenience meals. The strategy would be based on product quality (variety, freshness, value) and outstanding customer service. Rob and Diane realized that every employee needed to understand the company strategy, which would be conveyed during the employee orientation and management training and development programs. Managers would be responsible for ensuring that all hourly employees focus on these two goals

through daily meetings, written quality check sheets that must be completed on every shift, and an employee stock-option program that would be tied to meeting these goals as well as profit targets.

Workforce Management

All managers would be trained in several positions in order to gain a solid understanding of the duties and requirements of all employees, to be able to cover certain positions if needed, to train hourly employees, and to gain credibility with them. The training program for a new manager would be designed to be somewhat self-directed. The manager trainee would be given a skill checklist that includes each skill he or she should learn. Experienced trainers would be available to answer any questions and assist the manager trainee with any difficulties. Trainees would be given short evaluative tests and feedback from the trainer. Before their first day of work, all hourly employees would attend an orientation session focused on making them feel welcome in their new work environment. The session would include a history of the company, mission, policies, and training procedures. To keep good people, the compensation program would need to be competitive in the industry. Managers would be required to visit local competitors to identify their compensation structure and compare them.

Job performance of all hourly employees would be reviewed periodically using performance appraisals by the store manager after the first 30, 90, and 180 days of employment, followed by annual appraisals. The appraisal would cover such topics as customer focus, quality of work, teamwork, and responsibility. It would also require the employee to identify future goals and objectives and plans for improving performance.

Process Management

All food production processes would be carefully documented so that all employees are aware of what specifications must be met, particularly those health and safety requirements that regulated temperature of food and proper storage. Managers would be responsible for taking periodic measurements and observations to ensure that all employees are following procedures. Managers would also be responsible for their relationships with food suppliers. Rob and Diane are thinking of identifying one large supplier for most of their food supplies.

 Information and Knowledge Management

All key data and information, such as inventories, financial reports and projections, customer feedback, employee, and operational performance, would be collected and displayed in the kitchen area, so all employees can understand the results of their efforts. Information from all stores would be consolidated at corporate headquarters for evaluation and analysis.

3.3 Test your Knowledge (Question):

  • What advice might you give Rob and Diane about the management practices they are proposing within each element of the TQ infrastructure? What additional practices might you suggest?
  • How might viewing the organization at three levels of quality, including the strategic (senior leadership), tactical (middle management), and the operational levels help improve their business plan?