APOL 220 Quiz 1,2,3,4,5,6,7,8 ( Each 3 Latest Versions) APOL 220 INTRODUCTION TO APOLOGETICS

APOL 220 Quiz 1,2,3,4,5,6,7,8 ( Each 3 Latest Versions) APOL 220 INTRODUCTION TO APOLOGETICS

Human Resources Management

  

CASE 9: THE OUTSTANDING FACULTY AWARD 

By David J. Cherrington, Brigham Young University; revised by Steven L. McShane, Curtin University (Australia) and University of Victoria (Canada) 

I recently served on the Outstanding Faculty Award committee for the College of Business. This award is our college’s highest honor for a faculty member, which is bestowed at a special reception ceremony. At the first meeting, our committee discussed the nomination process and decided to follow our traditional practice of inviting nominations from both the faculty and students. During the next month, we received six completed files with supporting documentation. Three of the nominations came from department chairs, two from faculty who recommended their colleagues, and one from a group of 16 graduate students. At the second meeting, we agreed that we didn’t know the six applicants well enough to make a decision that day, so we decided that we would read the applications on our own and rank them. There was no discussion about ranking criteria; I think we assumed that we shared a common definition of the word “outstanding.” 

During the third meeting, it quickly became apparent that each committee member had a different interpretation of what constitutes an “outstanding” faculty member. The discussion was polite, but we debated the extent to which this was an award for teaching, or research, or service to the college, or scholarly textbook writing, or consulting, or service to society, or some other factor. After three hours, we agreed on five criteria that we would apply to independently rate each candidate using a five-point scale. When we reconvened the next day, our discussion was much more focused as we tried to achieve a consensus regarding how we judged each candidate on each criterion. After a lengthy discussion, we finally completed the task and averaged the ratings. The top three scores had an average rating (out of a maximum of 25) of 21, 19.5, and 18.75. 

I assumed the person with the highest total would receive the award. Instead, my colleagues began debating over the relevance of the five criteria that we had agreed on the previous day. Some committee members felt, in hindsight, that the criteria were incorrectly weighted or that other criteria should be considered. Although they did not actually say this, I sensed that at least two colleagues on the committee wanted the criteria or weights changed because their preferred candidate didn’t get the highest score using the existing formula. When we changed the weights in various ways, a different candidate among the top three received the top score. The remaining three candidates received lower ratings every time. Dr. H always received the lowest score, usually around 12 on the 25-point range. 

After almost two hours of discussion, the Associate Dean turned to one committee member and said, “Dolan, I sure would like to see Dr. H in your department receive this honor. He retires next year and this would be a great honor for him and no one has received this honor in your department recently.” Dolan agreed, “Yes, this is Dr. H’s last year with us and it would be a great way for him to go out. I’m sure he would feel very honored by this award.” I sat there stunned at the suggestion, while Dolan retold how Dr. H had been active in public service, his only real strength on our criteria. I was even more stunned when another committee member, who I think was keen to finish the meeting, said, “Well, I so move” and Dolan seconded it. 

The Associate Dean, who was conducting the meeting, said, “Well, if the rest of you think this is a good idea, all in favor say aye.” A few members said “Aye,” and, without calling for nays, the Associate Dean quickly proceeded to explain what we needed to do to advertise the winner and arrange the ceremony. During my conversations with other committee members over the next two weeks, I learned that everyone—including the two who said “Aye”—were as shocked as I was at our committee’s decision. I thought we made a terrible decision, and I was embarrassed to be a member of the committee. A few weeks later, we were appropriately punished when Dr. H gave a 45-minute acceptance speech that started poorly and only got worse. 

1) Assignment: Read Case Study 9, The Outstanding Faculty Award, Selected Cases, in the textbook. Answer, discuss, and examine the following questions: 

1. What is your diagnosis of the situation in the College of Business, Outstanding Faculty Award Committee? Use 4 theories from chapters 5-7 in the textbook to diagnose the situation.

2. Based on the information provided in the scenarios and the case, using the groupthink theory in your textbook, analyze the group decision-making process. 

3. Based on the information provided in the scenarios and the case, using the motivation theories in your textbook, analyze the committee’s decision. 

4. What do you see as the key issues that could be changed to produce a better outcome? 

Case Study assignment will be 4 pages in length (exclusive of title page, reference page, etc.) and include two levels of headings. Required questions should serve as headings. Each paper will contain a minimum of four scholarly sources, one reference may be the textbook. 

-12-point Font; New Times Roman; Double Spaced; 1” Margins

-APA Format with regard to citations; Reference page required. APA Running Head or Abstract are not required. 

-Development of Main Points – Quality of Writing 

Strayer discussion

Apa format

1-2 paragraphs 

references 

We have all worked in a group or team at some point in our careers. A team is brought together to achieve a common goal. The team needs to have members who have complementary skills and who are committed to a common purpose to achieve performance goals. However, teams don’t move immediately toward performing, but instead evolve over time. There are five stages of group and team development:

  1. Forming: Getting oriented and getting acquainted. High degree of uncertainty as members as they try to figure out who is in charge.
  2. Storming: Personalities start to emerge, along with roles and conflicts within the group.
  3. Norming: In the third stage conflicts are resolved, relationships developed, harmony and unity surfaces.
  4. Performing: The members concentrate on solving problems and completing the assigned task.
  5. Adjourning: Members prepare to disband. Some members may be reassigned, terminated from the group or the group is resolved.

Think about a time when you joined a new group—it could be at work, in a family setting or with a social group.

Can someone do my Week 3 Quiz and Journal in Principles of Marketing?

 

Price Strategy

[WLO: 1] [CLO: 3]

Prior to completing the quiz, review Chapter 5, Table 5.3: Pricing Strategies and Objectives of the course text.

Instructions

This week, you will have an opportunity to practice completing identifying pricing strategies. Fill out the below table and submit it to Waypoint as the journal requirement for this week. You can access the table by downloading the Week 3 Journal Entry template.

Ethics, Culture, and Diversity Presentation

  

Assignment Content

  1.     You have been asked to present at an upcoming retreat for local leaders who are interested in learning how ethics, culture, and diversity contribute to an effective organizational environment.

    Prepare a 13- to 15-slide Microsoft® PowerPoint® presentation to support the primary topics you will discuss.

    Generate detailed speaker’s notes for each of your content slides. Your speaker’s notes should be written as if you were giving an actual presentation, so write well and communicate your information clearly. Justify your content with support from your textbook, peer-reviewed research, and other sources.

    Your presentation must include an appropriate cover slide, agenda slide, reference slide, and 10 to 12 content-specific slides.

    Review the Top Ten Slide Tips website to assist you in developing a quality, academically appropriate presentation.

    Format your citations and reference page according to APA guidelines.

project

Topic: Consider yourself as a job analyst of any company and discuss various job analysis method and prepare job description and job specification for at least two positions in your company. 

  1. Title page 
  • Students Name 
  • Students ID
  • Topic
  • University logo
  • Company logo
  • Instructor name
  • Date of submission
  1. Abstract
  2. Table of Contents
  3. Introduction about the company
  4. Introduction about the
  • Job analysis and its various methods
  • Job description
  • Job specification
  1. Prepare job description and job specification for at least two positions in your company. 
  2. Advantages of job description and job specification
  3. Limitation of job description and job specification
  4. Conclusion
  5. List of References: References of the data collection should be given in last with APA style.

consulting assignment

  

. A self-assessment of your consulting skills based on your work and school experience. Outline what skills a consultant needs and how your skills match. Then free-form an essay while answering the following: What skills did you perform well? Which were you deficient? Were these the skills you assumed consultants needed before the course started? How have your views changed or remained the same about consulting? What would you have to do to improve your skills if you were to pursue a career in consulting? Take online tests/assessments to gain insight and provide evidence. Use examples and evidence from other classes and past work history to support your conclusions. Try to make it an honest assessment that can be useful to you in the future.

Job Analysis and Job Description

Job Analysis and Job Description Instructions

Go to YouTube and search for a full episode of “Undercover Boss.” Imagine you are the CEO of the company in the selected episode.
Requirements
Write a 2.5–3 page paper in which you:
Compare two job positions from the episode.
Perform a job analysis of each position.
Describe your method of collecting the information for the job analysis. For example: one-on-one, interview, survey, et cetera.

LCreate a job description for one of the jobs you analyzed.
Justify your belief that the job analysis and job description are in compliance with state and federal regulations.
Use at least three high-quality academic resources in this assignment.

Discussion

 

  • Evaluate the effectiveness of both team-based performance management  and individual-based performance management. Suggest three pros and  three cons of each type of management. Justify your response.
  • Next, choose three of the best practices for addressing the facets  of team-based performance management. Recommend a strategy for your  current or past organization to incorporate the identified practices.  Provide a rationale for your response.

Belmont Study Research Paper

The goal of this assignment is to further your understanding of regulatory protections of human subjects in research.

Your Task

Write a 3-5 page research paper, about the Belmont Report (not including title page, Abstract, or References).  Your paper will be graded in accordance with strict APA compliance. 

Access the Hodges University, Terry P. McMahan Library at http://library.hodges.edu/home  (Links to an external site.)and/or any other library or peer-reviewed data source, and conduct a search using the terms: Belmont Study.