Need help Due Sunday by 3 pm

In this module we have discussed an organization’s design and how it lays out the foundation for an organization to operate. An important part of an organization’s design is its structures and roles.

Write a 1-2 page paper analyzing an organization’s structure and roles and cover the following:

  • Write a 1 paragraph introduction to briefly explain an organization’s structure and roles
  • Discuss the importance of having an organizational structure.
  • Explain the importance of roles within an organization.
  • Provide 2 resources.

Place this order or similar order and get an amazing discount. USE Discount code “GET20” for 20% discount

Can some do this?

Internal Environmental Analysis” Please respond to the following:

  • Evaluate the importance of an internal environmental analysis for a healthcare organization. Determine three specific reasons why an internal analysis has become an important activity for healthcare organizations.
  • Imagine that you are the manager of a healthcare clinic. Recommend three tactics to increase the value of the services offered that would boost the company’s competitive advantage.


“Achieving a Competitive Advantage” Please respond to the following:

  • From the e-Activity, determine two specific resources and two specific competencies that give the organization that you researched a competitive advantage.
  • From the e-Activity, propose two strategies that the selected organization should consider in order to maintain its competitive advantage. Justify your recommendations.

Place this order or similar order and get an amazing discount. USE Discount code “GET20” for 20% discount

week 5


I have 3 questions that needs to be answered separately with in text citation and references and must be at least two paragraphs each.






“Organizational Culture and Ethical Decision Making”  Please respond to the following:


  • Examine the major influences that organizational culture can have on organizational ethical decision making. From your personal experience in your current or past organization, provide one (1) example of how organizational culture influenced the outcome of an ethical decision. Note: Please do not identify workplaces or leaders by name.

  • Use the Internet to research a business leader that you believe to be an ethical leader. Next, examine the key traits and actions that the selected leader demonstrates in order to influence a positive ethical culture in the organization. Suggest two (2) actions that a company could take in order to achieve a positive ethical culture.




    Developing and Implementing an Organizational Ethics Program”  Please respond to the following:


  • Watch the video titled, “Values- vs. Compliance-based Ethics Programs – Linda Trevino” located below. Next, differentiate between a values-based ethics program and a compliance-based ethics program. Recommend either a values-based ethics program or a compliance-based ethics program for your current or a past organization. Provide a rationale for your response. Note: Please do not identify workplaces or leaders by name.

  • Review Table 8-4 “Developing and Implementing a Code of Ethics” (Chapter 8). Outline a plan for implementing a training and development program in your current, or former, organization. Determine which training methodology (i.e., live training, online, reading, etc.) you would use to deliver the training. Provide a rationale for your response.
    Note: Please do not identify workplaces or leaders by name.



    “Auditing of Organizational Ethics and Compliance Programs”  Please respond to the following:


  • Examine the significant values of conducting an ethics audit in an organization. Select five (5) areas that you would focus on if you have to conduct an ethics audit, and provide a rationale for your selections.

  • Read the article titled, “10 Steps to Good Governance,” located here. Next, develop a checklist for an ethics audit that incorporates the ten (10) steps identified in the article. Provide a rationale for your response.



Place this order or similar order and get an amazing discount. USE Discount code “GET20” for 20% discount

HR homework-negotiation

In this module, you learned the importance of planning prior to entering the negotiation waters. In order to stay afloat during the process, you need a strong plan of action and the ability change direction when the tide changes. Keeping with a nautical theme, your assignment will center on purchasing a boat from Captain Bob’s Boat Emporium. You spent months searching for the perfect boat and located it at Bob’s. The price of the boat is currently $25,000, which based on your research is about 15% higher than the Fair Market Value. In a few days you are meeting with Randy, a salesperson from the store.

In your paper for this week you will address the following:

  1. Compare and contrast, then select the appropriate approach that you should take for this situation: distributive versus integrative.
  2. Create a plan for negotiation in which you address the following:
    1. Define the interests of both parties
    2. Identify your limits
    3. Generate alternatives
    4. Set a target price
    5. Analyze the other party


    1. *2-3 pages APA format wuth references and in-text citation
    2. *checked for plaguris
    3. *due saturday by 7am CST 

Place this order or similar order and get an amazing discount. USE Discount code “GET20” for 20% discount

HR Department

Arrange a meeting with the director or manager of your HR department. Address the following topics in your meeting:

  • What are the basic responsibilities of the department?
  • Is the department centralized or decentralized?
  • Does your institution have staffing shortages and what is the HR department’s involvement in recruitment?
  • What is the strategic plan of the HR department?

After your review of your organization’s HR department, what do you see as its strengths and weaknesses?

Paper requirements

  • Cover sheet
  • 2-3 typed pages by APA format
  • References minimum 3

Place this order or similar order and get an amazing discount. USE Discount code “GET20” for 20% discount

Week 4 Discussion 1 & 2

Discussion 1


Read the Forbes article, “How Deeply Engaging Stakeholders Changes Everything.” Based on the content presented in the article, describe how project managers must understand and communicate with all the project stakeholders. The project sponsor is one very important stakeholder that needs to be satisfied with the outcome of a project. Describe why the project sponsor is one of the most important stakeholders, and what a project manager should do to keep them informed of the status of a project. Provide professional examples if possible.


Discussion 2


Review the five stage model of team development in the required reading of Chapter 11. Describe a project that you are involved with right now, and the stage that the project team is currently in. Comment on what makes this particular stage enjoyable, or difficult. If you are not involved with a project currently, describe your favorite stage of a project you have been involved with in the past.

Place this order or similar order and get an amazing discount. USE Discount code “GET20” for 20% discount

International Project Management

Take some time to review current events and identify a scenario where an organization implemented an international or multinational project. For example, perhaps a business opened operations in China or partnered with another business in India.

Based on your research of the situation, in a paper that is at least 2 pages long consider the following:

  • Describe in detail the international or multi-national project; who are the major stakeholders, what project did they attempt, what was the outcome?
  • Share how the business worked with their offshore counterparts; did they move employees from the United States to the project country? Did they hire from the local workforce? Did they employee some other strategy?
  • What local customs did they have to accommodate in order to implement the project successfully?

Place this order or similar order and get an amazing discount. USE Discount code “GET20” for 20% discount



Company Background

   Sonic Records, a market-leading recording studio and production house, had witnessed declining demand for music CD’s. Five years ago, Sonic experienced record-breaking revenues totaling over $ 15 billion. However, over the past few years, CD burning, international piracy, and a shift in consumer preferences had reduced revenues by more than 30 percent. A recent market survey at universities across the nation (a key demographic for Sonic Records) revealed the over 80 percent of student had not purchased a CD in the last seven years. According to the survey, student either burned friend’s copies of CDs, illegally, downloaded music from private websites, or purchased tracks legally from online music portals for download to digital music players.

   Although the past few years’ declining sales have been disheartening, some positive advantages in the fight against international piracy recently bolstered music revenues across the industry. The RIAA (Recording Industry Association of America) initiated lawsuits against hundreds of individuals and pirate file-sharing websites. The results so far have been positive. Fear of litigation has deterred illegal download volume. Further, the exceptionally successful launch of a number of on-line sites selling legal music downloads had demonstrated strong consumer demand. In fact, a recent computer company’s on-line music store launch results in astounding sales. According to the computer firm’s CEO, “We has hoped to sell a million songs in the first six months, but we did that in the first six days.”

   Sonic Records, having experienced tremendous success in the recording and music distribution industry over the past 30 years, realized that the rule of the game were changing. No longer would music be distributed solely through the traditional retail store channel. Consumers desired instant delivery of music online and expected a selection of thousands of artists’ work at their fingertips. Further, consumer expected this music to be portable. Today’s listeners didn’t want to be constrained to the physical limitations of a CD. They wanted digital files that could be easily and legally transferred from computer to portable music player to home receiver interchangeably. Although downloads accounted for only 2 percent of music sales in 2004, industry analysis predicted a fundamental change in music delivery methods. Some estimated that up to 80 percent of all music sold might be delivered online in the next decade. Sonic executives understood that their business model needed to adapt quickly, lest they be left behind by other firms who had correctly anticipated this market shift.

   In response, Sonic Recorded formed a subsidiary company named e-sonic. E-sonic would be responsible for creating an online music store capable for competing with established players in the industry. Key executives for Sonic Records were chosen to lead the new company. E-Sonic’s mission was to create the world’s leading online music store; ensuring Sonic Records’ prominence in the record industry’s future.


Backed financially by Sonic Records, a recording industry mogul, e-sonic possessed the resources and reputation necessary to build a world class company. The market recognized this. Just last month, e-sonic conducted a small, but very successful IPO. Although e-sonic had yet to even launch their outline music store, the reputation of its parent company, Sonic Records, bolstered demand for the new issue. E-sonic founders decided the firm should retain ownership of the majority of the shares, which could later be used as incentives for employees crucial to the organization’s long-term success.

  E-sonic’s key business objective, as dictated by its parent company, Sonic Records, was to develop the world’s leading online music portal. Initially, e-sonic’s success would be measured by its ability to capture market share form competitors. Currently, two major players dominated the online music industry. These firms recognized the changing industry trends early and secured more than 85 percent of annual download market share, e-sonic needed to target there current customer while attracting newcomers to the world of online music.  

   Although the idea of offering digital music to millions of customer might initially seem complex, the formula for success in the industry has proven relatively simple. Superior marketing, a robust selection of artist, and a user friendly wed interface helped current firms establish their market leadership.

  E-sonic executives, with decades of experiences in the recording industry, help established relationships with all of the major label and most of the smaller ones, affording them an advantage in the music offerings. However, as recording industry executives e-sonic’s management had little experience in software development. Further, although marketing expertise was important for success in the traditional music industry, company management had no experience with online marketing or marketing initiatives tailored to their new, tech savvy, customer base. Located in Los Angeles, e-sonic hoped to recruit the best and brightest of the music and software development industries. Further, they hoped to create a performance based culture where employees felt rewarded for their contributions.

  Realizing the challenging task ahead of them, e-sonic executives had the foresight to recognize that despite their years of experience in the traditional recording business; outside consultants might offer them salient insights. Their new venture would require hiring employees I all business discipline, especially those with the marketing and technical skilled necessary to help establish e-sonic as the world’s pre-eminent online music store. In addition, e-sonic management understood well the importance of establishing a sound compensation system right from the firm’s inception. They knew that an internally equitable and market competitive compensation strategy could help e-sonci achieve their business objectives, but they had no expertise in this area. In response, the e-sonic’s management team has hired you as their compensation consulting staff. Congratulations and good luck with your new client!

Requirements of submission: Each section of the final project must follow these formatting guidelines: 5–7 pages, double spacing, 12-point Times New Roman font, one-inch margins, and discipline-appropriate citations.



D.   Analysis of Internal Capabilities

1.     Functional Capabilities

·        Functional capabilities for a firm include manufacturing, engineering, research and development, operations, management information systems, human resources and marketing. Your consulting team should consider what functional capabilities will prove most crucial to e-sonic’s success. This information will assist your team in developing compensation strategies in line with e-sonic;s business objectives.

2.     Human Resource Capabilities


·        This assessment highlights the current strengths and weaknesses of e-sonic’s labor force while focusing upon future recruitment and retention strategies. An understanding of e-sonics human resources capabilities will allow your team to design compensation strategies consistent with talent acquisition and retention initiatives. 

Place this order or similar order and get an amazing discount. USE Discount code “GET20” for 20% discount

MGMT335 IP 5

You have been in your role as Human Resources Manager of Acme Manufacturing for six months now. The employee hostilities that existed when you started your job have resolved and the shift workers are back on track, so much so that there has not been a single news article written about the company since your arrival. Leadership of the company has noticed this, too, and the CEO has called you to her office for a meeting.

The CEO explained that the company does not have a compensation structure for the non-represented management employees and needs to have the full gamut of HR activities performed to get this developed and approved by the board during its upcoming meeting in two months. She handed you a report from an external consultant to the Board’s Compensation Committee outlining the elements needed:

  • Develop, analyze, and explain requirements that could be used in the personnel selection process for management positions in the company
  • Determine and explain the specific methods by which job analysis, job design, position description, and specification for management positions are prepared; and
  • Explain and evaluate the relative worth of management jobs at the company and determine a compensation structure to assist retention and career management of this important element of the company’s human resources.

Prepare an 8-10 page report for the CEO that responds to the three requirements listed above. The report will be used with the Board of Directors so it must be formatted professionally and cite any references used in proper APA format.

Place this order or similar order and get an amazing discount. USE Discount code “GET20” for 20% discount

MGMT335 IP 3

Scenario: You have just started work as the new Human Resources Manager for Acme Manufacturing, a Fortune 1,000 company. The job has been vacant for six months now. You have been wondering about this, especially since reading about employee harassment incidents and fights recently in the news.

The General Manager (GM) calls you into his office the minute you arrive. He shuts the door after saying a quick word of welcome, and begins to tell you about an incident that happened last week that needs your immediate attention. The company’s manufacturing operations runs three shifts of production workers so the plant is operating 24/7. Over the past six months hostilities have arisen between employees on the third and first shifts. What started out as jeering and criticisms by the first shift, claiming they have to clean up the mess and complete all of the work left undone by the third shift, has escalated to physical confrontations and altercations. Although the GM said that aggressive bantering back-and-forth is common for shift workers in manufacturing, he admitted he was worried after seeing a gun on one of the employees last week that was concealed, or so the employee thought, in a shoulder holster under this jacket. The GM said he needs your help. Specifically, he asked that you:

  • Determine and explain the appropriate disciplinary action for the employees involved in this situation and identify motivational alternatives that can help turn the situation around;
  • Draft policies and procedures that could be used in the guidance and performance management of the shift workers; and
  • Develop performance standards for the shift workers, identify appropriate methods of performance appraisal, and develop appropriate training to help get them back on track.

Feeling overwhelmed by the enormity of the situation, you go back to your office and begin devising a plan to help get employee relations back on track, realizing that human resource policies and practices may help avert potentially dangerous situations in the future if implemented correctly.

Write a 8-10 page memo to the GM responding to the three concerns listed above. Be sure to cite any references used in proper APA format.

Place this order or similar order and get an amazing discount. USE Discount code “GET20” for 20% discount