Management and innovation
3 questions to be solved.
Each question 1full page or at least 3/4 of the page
3 questions to be solved.
Each question 1full page or at least 3/4 of the page
Watch David McCandless’ 18-minute TED talk, The beauty of data visualization (Links to an external site.) https://www.youtube.com/watch?v=5Zg-C8AAIGg
Note as the reader I am not interested in a general descriptive overview of the article or video. You should be providing a critical assessment of the ideas and arguments that are being presented by the author.
Watch David McCandless’ 18-minute TED talk, The beauty of data visualization (Links to an external site.) https://www.youtube.com/watch?v=5Zg-C8AAIGg
Note as the reader I am not interested in a general descriptive overview of the article or video. You should be providing a critical assessment of the ideas and arguments that are being presented by the author.
Write at least a three-page analysis using the case study on pages 343-344 of your textbook: “Expatriate Management at AstraZeneca PLC.”
Your analysis should address the prompts listed below.
Your case study analysis should follow APA guidelines for formatting all resources, both in-text citations and references. Your analysis should include a title page and a reference page.
answer questions
Response 1
Danielle Norman RE: Week 2 DiscussionCOLLAPSE
Hello Professor and class,
Human Resources Management
In my experience, this quote rings true because the most innovating and engaged people are not always those who are hired based on how good of a “cultural fit” they are. Hiring people regardless of how common their attributes are ensures a firm tackles the issue of diversity. Talent is not fixed, but rather it is contextual (McCord, 2018). Essentially, a great hiring strategy is one that ensures that it delivers a diverse array of skillsets and opinions.
I was once involved in a hire as a candidate for a small startup firm that needed a small team to help with its expansion. The role required minimal work experience but presented an opportunity to gain a lot of real-world experience.
What made this particular higher expected was that it followed the conventional rule of hiring strategy. Essentially, the firm advertised in a local newspaper and social media, while the vetting process was standard. However, what made it unexpected was that there was a final stage where an oral interview was administered in a group setting. In order to make a great hire, the interviewers did not conduct individual interviews, so as to evaluate how different individuals reacted to a hypothetical business crisis while facing divergent views from their peers. The group setting also lightened the mood by helping everyone to relax through humor, which is the number one form of self- expression for the millennial generation (Dhawan, 2016)
The workforce strategy of my organization does not align with its mission. According to Bamford (2019), over 60% of employees do not know the mission, values, or vision of the companies for which they work. This is the same case in my organization, where a significant portion of the workforce struggles with low morale due to a disconnect with the company’s strategic direction. To fix this challenge, the firm should regularly review its strategies and revise them based on current information. In addition, it should also improve it communication strategies across all levels.
Bamford, A. (2019, October 3). Three steps to align your workforce to your strategic plan. Retrieved October 11, 2020, from https://www.bizjournals.com/portland/news/2019/10/03/three-steps-to-align-your-workforce-to-your.html
Dhawan, E. (2016). Recruiting Strategies for a Tight Talent Market. Harvard Business Review.
McCord, P. (2018). How to hire. Harvard Business Review, 90.
Response 2
Chetan Doshi RE: Week 2 DiscussionCOLLAPSE
In my experience, Patty’s statement or quote is true. I have been involved in several interviews as the hiring manager.
Current organisation does not have a structured way of interview or interview process. Interview process usually involves a talent acquisition team soliciting resumes, screening it with a functional head, setting up interviews. There is no prescribed format of questionnaire, however each interviewer is expected to rate the candidate based on companies core values. Interviewing team usually consists of the hiring manager, HR representative and the hiring manager’s manager.
Recently for one of the senior positions in R&D, leading a team of about 45 scientists, an underperforming team. This was one of the strategic positions within R&D as the pipeline of the company depends on the performance of this position and hence the individual.(2) The team had issues about decision making, problem solving and strategic thinking, though the team had members who were strong in technical skills.
Several resumes were shared by the talent acquisition team. Very impressive resume with almost all of them with very impressive work background, sound technical skills , and great personality or good interviewing skills. Candidates would give perfect answers for the behavioural questions. However, the need was to find a leader ( a candidate with soft skills) with sound technical skills. It was difficult to decide and narrow down on a suitable candidate.
A psychometric test taken by these candidates revealed none of them were matched for several competencies. We came across one candidate, who was not having an experience from big and reputed companies, during the interview personality, verbal communication, and appearance did not indicate him to be a leader. However, his psychometric test results turned out to be excellent, indicating key leadership competencies and was found to be complementing the teams strengths and weaknesses. This individual was hired in January November 2019 and the outcome so far is very good. Team’s performance has significantly improved.
For another role as a packaging development manager, the need was to find a candidate with specific technical skills along with a collaborative and influencing attitude. Amongst several candidates, one candidate with relatively less experience and limited exposure was selected. However, the individual was good at the networking, which helped in gathering necessary information and resolving strategic issues. Thereby , enabling progress of projects to the desired outcome. However, the candidate was too talented for the job role within the organization and left the organization just before the completion of the probation period.
Talent acquisition team did engage the hiring manager fully in the process. Hiring manager treated the recruiter as a business partner. Compensation package was good enough to attract the new hires and was adjusted to meet the best candidate’s expectations (1) Talent acquisition teams were not always in recruiting mode. It worked based on the requisition created by the managers. Team usually used recruiting agencies for getting resumes.(3) None of the work rules, as defined by Bock, were followed to hire the best (4).
References:
The purpose of this assignment is to identify the traits frequently associated with leadership effectiveness and explore the advantages and disadvantages associated with trait approaches to leadership.
For this assignment:
Your paper should be three to four pages in length (excluding the title and reference pages). Your paper must be formatted according to APA style
I ONLY NEED 3 PAGES , I ONLY HAVE A 6 DOLLAR BUDGET , IF YOUR NOT WILLING TO WORK WITH ME PLEASE DO NOT BID !
Number each question and answer
Prior to beginning work on this assignment, read The Wall Street Journal article Samsung’s New Challenge: Rising Component Costs, and the Business Insider article Samsung Introduced 10 Times as Many Phones as Apple Last Year, but Its Mobile Division Made Half as Much Revenue (Links to an external site.).
In a three- to four-page paper (not including the title and reference pages) assess how Samsung’s technological smartphone innovation accounts for the company’s sales growth of mobile devices worldwide.
In your paper, determine whether Samsung could benefit by implementing a global product line-up strategy to pursue profitability. To make the determination go to Samsung’s.com official website and locate the “Investor Relations” link to retrieve Samsung’s financial statements. Utilize the SEC filings and annual reports to summarize Samsung’s principal goods and services, market share, geographic locations where it operates, and major competitors.
Samsung is a leading smartphone vendor worldwide. In 2017, Samsung’s market share of the global smartphone market was at around 21.6% with Apple as its closest competitor in the market. As the world’s biggest smartphone maker, Samsung tries to keep profits up in its mainstay mobile phone business, but the rising costs of the components that go into its devices proves to be a challenge.
In your paper,
The Samsung’s New Challenge: Rising Component Costs Final Paper
Use the following APA Style blog to read about the APA Five Levels of Headings (Links to an external site.)
Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center. See the Formatting Your References List (Links to an external site.) resource in the Ashford Writing Center for specifications.
This week’s textbook readings focus on leader traits, behaviors, and styles. After you complete the two required Leader’s Self-Insight exercises for this week, you should consider your scores and the leadership perspective that is being generated by these results. As you integrate the information, choose a model that you will discuss in the assignment due this week.
You do not need to share your actual scores on the exercises, but you do need to refer to the results. Support your ideas with course concepts and ideas. Be explicit in your use of course material. Use APA style and format for in-text citations and references.
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