(Please use article below) Read the two Harvard Business Review articles below. As discussed in the textbook, older adults Essay. (Please use article below) Read the two Harvard Business Review articles below. As discussed in the textbook, older adults Essay.
Read the two Harvard Business Review articles below. As discussed in the textbook, older adults tend to have acquired more job-relevant knowledge than younger adults. Meanwhile, data from the American Association of Retired Persons (AARP) reveal that two-thirds of people age 45 to 74 have experienced age-related discrimination. In what ways is age a competitive advantage or competitive disadvantage in companies? If you were a venture capital investor, would you tend to bet on young startup founders or more experienced ones, and why? Does having people of different ages and experiences increase “cognitive diversity,” and is that something businesses should promote?
Azoulay, P., Jones, B. F., Kim, J. D., [supanova_question]
10 MBA 705 3-1 Milestone Three: Company and Key Personnel Monica Channell
MBA 705 3-1 Milestone Three: Company and Key Personnel
Southern New Hampshire University
MBA 705 MBA Capstone
MBA 705 3-1 Milestone Three: Company and Key Personnel
Core competencies, abilities, skills, and defining services and products help organizations have business advantages over other players within a specific industry. In essence, they are elements that can only be provided by a company and cannot be replicated by other industry players. Nike’s key competencies are diversity, efficiency in the distribution of products, quality production, research and development, and global brand recognition (Seram et al., 2019). Nike also boasts of having strong customer loyalty and satisfaction, which are attained through good public relations. The company also boasts great marketing, investing in athletes from different parts of the globe to enhance awareness. The competencies support the implementation of the dynamic business model.
The dynamism model complements the implementation of the global presence competency. With the dynamic and versatility model, the company can retain its global presence and dominance by leveraging entry into new markets. Essentially, the dynamic model pushes for constant adjustment to meet the changing nature of the market (Seram et al., 2019). With this model, the company can change its products and services to fit new demands in the global market. Consequently, adapting to the evolving demands will provide high competitiveness over companies that remain rigid to changes. In the end, Nike Inc. will be a global force due to its ability to incorporate customer needs under the dynamic model.
The second competency, product quality, can also be implemented through the dynamic and versatility model. Under this new model, Nike Inc. has to ensure rapid changes that meet customer demands. The model also makes the company more committed to meeting quality demands in the market (Seram et al., 2019). For instance, under the old model, it was difficult for the company to adjust poorly designed products because of the rigidity in its model. However, under the current paradigm, any quality drops can be adjusted through redesign and re-launch. Quality is one of the most influential market determinants in the sporting shoe industry. In this case, athletes and other clients want products that promise longevity. Nike Inc. must therefore remain committed to the provision of quality products by meeting customer demands and adjusting any complaints from the customer ends. With high-quality standards, the company can retain its competitiveness under the quality paradigm.
The new model will also be fundamental in ensuring the sustainability of the customer loyalty competency. Under the new model, customer loyalty will be enhanced through improvements in the quality of products and a reduction in the cost of products. Essentially, the new model will reduce operational costs; hence, the company can translate the reduction in product pricing (Seram et al., 2019). Additionally, the model will improve quality, thus increasing the chances of better customer satisfaction and loyalty. Therefore, with high customer loyalty, Nike Inc. will be assured of its competitiveness in the sports shoe industry.
The diversity competency will be enhanced through the implementation of the dynamic model. In essence, the model proposes the adjustment of all the processes to improve diversity. The only way to ensure dynamism is through the employment of new talents from diverse backgrounds. With the new talents, the company can ensure diversity in its products by making shoes that reflect diverse cultural needs and beliefs (Seram et al., 2019). Diversity is also an essential marketing tool under the current global paradigm, where consumer behavior studies indicate customers are more likely to be attached to brands that embrace diversity. With diversity, the company can also reach larger markets by invoking recognition or a sense of belonging among its customers. The dynamic approach pushes a shift from the traditional products that were dominated by the mainstream culture. The new approach advocates for the use of different production approaches to maximize production and harness more customers.
Finally, the model also promotes Nike’s research and innovation competency. Globally, Nike is known for its investment in innovation by funding new talents and scholarship programs. The dynamism model is characterized by the desire to be in constant change. Nike must ensure adaptability to new customer demands and trends in the sports shoe industry. The only way to implement the model is through increased investment in research and innovation (Seram et al., 2019). With this new model, the company must always develop new products, which only be achieved through investment in innovation. Nike’s bid for innovativeness and research under the new model can be achieved by hiring promising talents to take positions in the production and design departments. With new talents, the company can always innovate quality products, thus retaining the company’s image for higher investment in research and innovation. Investment in research will also promote idea development as the company aims to get new ideas for product changes every few years or months.
Corporate is also a key area of consideration during the design and implementation of new business concepts. It refers to the behaviors and beliefs, which determine the interaction between employees and the management. Corporate culture also dictates how various activities are conducted and how external business transactions are completed. Essentially, corporate culture is only developed through employees and corporate management’s cumulative behavioral traits and trends (Li et al., 2021). With the right corporate cultures, companies can easily overcome barriers to the implementation of new strategies. Corporate culture also symbolizes the uniqueness of organizations in the expression of core values, beliefs, ethics, or behaviors.
Nike Inc. must incorporate its best corporate culture to ensure new personnel adapts easily to the new paradigm in implementing the dynamism and versatility business model. Under the dynamism and versatility approach, the best corporate culture that can be adopted should be innovation, creativity, and diversity (Li et al., 2021). In this case, the company’s corporate culture must ensure flexibility in operations by allowing employees to develop new designs beyond their job specifications. In every aspect, the company’s beliefs and behaviors must always focus on the promotion of innovativeness. With this corporate culture, Nike Inc. can always develop new products.
Diversity in Nike’s corporate culture should ensure that people from different regions and cultural backgrounds are incorporated in the design process. In this case, the company must first promote cultural awareness whereby all the employees must value the importance of diversity to the company. Nike Inc. should also promote diversity by pushing for equality in the representation of focus areas and goals. Under this paradigm, any investments by the company must reflect the diversity, enabling the employees and other stakeholders to understand its significance to the company’s sustainability. Diversity can also be achieved by adopting proactive recruitment strategies, prioritizing people from different backgrounds (Li et al., 2021). Through the recruitment strategy, diversity should be promoted by employing diverse talents and fairness in promotions transfers and other human resource roles. For instance, training and development programs should be distributed with equity to ensure that people from different cultural backgrounds are incorporated. With an emphasis on diversity, Nike Inc. can easily adopt the new strategy. Essentially, diversity will provide a wide pool of ideas that the company can leverage to ensure dynamism in the market.
Nike’s innovation and creativity elements of corporate culture are also fundamental in implementing and succeeding the dynamic business model. The dynamic business model enables competitive and strategic advantage by emphasizing the differentiation of business activities, products, and services (Li et al., 2021). Under this new model, Nike Inc. must invest heavily in new talents that promote creativity and innovation of new ideas. The dynamic business approach also demands that Nike Inc. always respond to customer needs and wants. In ensuring readiness, the company must always have a team that examines new trends to identify new needs and examine response mechanisms. In essence, the company must use its employee and technological resources to ensure dynamism.
The innovative culture can also be created through investment in new technologies. Through the use of technology, Nike Inc. can always improve its experimentation and tinkering processes. The application of emerging technologies can also equip the company with new ways of ensuring customer satisfaction. For instance, AI technologies can enhance the innovative culture by analyzing customer data to understand their behaviors and priorities (Li et al., 2021). In the end, such technologies provide the company with accurate information on areas of improvement and specifications that meet the current market demands. Therefore, leveraging technology and employee resources will be crucial for Nike Inc. to implement the dynamism business model under the innovation and creativity corporate culture.
Key Roles, Responsibilities, and Qualifications
The PM will have five key responsibilities in the implementation of the concept. The first task will be the initiation of the concept whereby they must collaborate with other organizational leaders for a successful implementation. In this area, the PM will consider funding, scope, and the requirements for a successful implementation. The planning responsibility will require the PM to create a concept management plan, which will guide the implementation team throughout the scope. The execution responsibility will involve ensuring that the project is completed without distractions, solving any conflicts that could arise, and facilitating teamwork. The PM will also be involved in monitoring and controlling. Under this responsibility, the PM must check if the concept met the initial KPIs and reached all the milestones. Finally, the PM must be involved in closing the concept after a successful implementation phase. During the closing ceremony, the PM should hand over all the responsibilities of the implementation team to the company’s management.
One of the primary roles of the PM is communication with the implementation team for clarity in the completion of tasks. The PM must also communicate with stakeholders, including Nike’s management. Team-building is also a crucial role of the PM, whereby they should create effective avenues for collaboration between different personnel. The PM must have a master’s degree in project management or business administration in terms of qualifications. They must also have more than five years of workplace management experience to understand the implementation phase better.
The IT manager will be involved in the coordination of all the IT activities in the concept implementation. The concept demands the application of IT skills in ensuring dynamism within Nike’s operations. The IT manager will also be responsible for creating synergy between the IT department and other areas within its organization. The main role of the IT manager will be the selection of the best IT technologies to be used in the implementation of the project. The IT manager will also help the company’s HR hire qualified IT personnel to implement the project successfully. Academic qualification for the job is that candidates must have a master’s of information communications or software engineering from an accredited university in the US. They should also have more than three years in IT management roles.
Successful implementation of the concept will also require the input of a business analyst, whose main role will be to research how the concept can be enhanced for increased productivity. In this role, the business analysts will coordinate research activities to promote innovativeness and diversity. The analyst will also be involved in the introduction of new systems for efficient concept management. The business analysts will analyze any possible challenges and develop solutions on how to overcome them. The analyst should have a bachelor’s degree in business management or any field related to financing.
My Role in the Implementation Process
During the implementation process, my role will guide all the leaders on maximizing the project. In this case, my role will be mainly oversight, ensuring that all the departments coordinate towards the concept’s success. I must also ensure that the project is completed according to the initial conceptualization. For instance, I should guide HR in ensuring the recruitment of a diverse implementation team.
The first area of consideration in the contingency plan is a natural disaster that threatens the company’s operations. In this case, the central area of consideration is a shift of operations to another regional facility. The concept data must be stored with cloud backups to ensure resilience to disasters. Another contingency area is when the company receives many workers stating sickness or other unavoidable circumstances. The probability of such a risk happening is very high; hence the company must be prepared with an effective plan for replacement (Shi et al., 2019). In this case, the main responsibility should be calling other employees to replace their sick colleagues for their unscheduled shifts. Another area of response would be an adjustment of the project timelines. However, the implementation deadline should not be surpassed by more than three weeks to avoid delays resulting in detrimental market losses.
Power outages could also occur, resulting in delays in the company’s activities. However, there is a medium threat of such an activity threatening the project implementation success. In ensuring preparedness for the risk, the team must purchase an emergency power backup system like a generator. Network or system outages could also disrupt the team’s functionality (Shi et al., 2019). The systems and networks must have hot backups. If such an occurrence, the implementation team should escalate IT and switch the activities to backup systems.
Li, K., Mai, F., Shen, R., & Yan, X. (2021). Measuring corporate culture using machine learning. The Review of Financial Studies, 34(7), 3265-3315.
Seram, N., Nanayakkara, J., & Lanarolle, G. (2019). Organization’s core competencies and front-end decision-making in the apparel innovation. Research Journal of Textile and Apparel.
Shi, X., Wang, Y., Luo, M., & Zhang, C. (2019). Assessing the feasibility of marine oil spill contingency plans from an information perspective. Safety Science, 112, 38-47.[supanova_question]
https://rawabitechnology-my.sharepoint.com/:v:/g/personal/majed_kanaan_vallianzholdings_com/EVYZ-EM49xdDleXP1-jvTvEBs03-FXgQ3-C4i_WTuln8dg?e=SaEdrA please open the link and you will find a short video
(Please use article below) Read the two Harvard Business Review articles below. As discussed in the textbook, older adults Essay https://rawabitechnology-my.sharepoint.com/:v:/g/personal/majed_kanaan_vallianzholdings_com/EVYZ-EM49xdDleXP1-jvTvEBs03-FXgQ3-C4i_WTuln8dg?e=SaEdrA
please open the link and you will find a short video to watch by the professor on how he explain what to expect in the assignment.
Please amend on the assignment according to his expectation, he always talk about Sensors solution, devices, and its contents, etc…
Video just about 20 minutes plus….. It is very helpful and will clear many doubts.
Many thanks in advance.[supanova_question]
Running Head: ANNUAL REVIEW 1 ANNUAL REVIEW 2 Annual Review Name Course
Running Head: ANNUAL REVIEW 1
ANNUAL REVIEW 2
A business depends on its staff for its operation and output. When one or some of the staff members starts arriving late on regular basis, then the rest of the employees may end up adopting the behavior. This may also contribute to the rest of the staff members not being happy with the business manager for not dealing with the situation concerning the tardy colleague. Sometimes it is not unusual for a small business to tolerate some degree of tardiness in an employee, especially if he or she is a top performer. However, if the behavior continues, this can adversely affect the business productivity. According to “HR” magazine, up to 20 percent of the entire working population has a problem being punctual, costing U.S. businesses more than $3 billion each year. Being late it is one problem. To tolerating tardiness in a top performer may contribute to resentment among other staff members, and this can further deteriorate productivity.
In this case, Jim works in the production department and, therefore his duties are being redistributed due to tardiness or delays. The manager must meet Jim in order to address the situation.
Manager: Good morning Jim, today I will be conducting your annual review.
Jim: Good morning.
Manager: Jim you have been an outstanding employee, and also a great asset to the company. Nine months ago, you were at the top of your game but lately, I have noticed a lot of change in your conduct, and I am concerned. Every day you have been arriving at work very late, and this has led to problems in the company’s productivity. You understand when you are late; this makes the other employees to wait for you before they can start their duties. Can you explain to me if there is something affecting your professional or personal life and which is contributing to all these?
Jim: Sorry sir I understand the negative outcome as a result of my actions but the reason behind all these, is that something is happening in my professional life. Lately, my work motivation has been declining and I do not have the drive I used to have anymore. I feel that something has been missing or there is need for some changes to be made.
Manager: Jim I am so sorry you feel that way but, is there anything we can do to help you get your motivation back?
Jim: I am not quite sure sir, but I feel that the organization should do something on the issue of employee motivation. We have not had such program in the past.
Manager: Thanks for being honest with me. The organization is working on ways which will ensure that all our staff members are motivated and are also awarded in accordance with how they perform. The organization will also come up with different communication channel to ensure that the worker’s grievances are well handled, and also more advancement opportunities including more incentives will be provided very soon.
Jim: That would be great. I feel motivated already.
Manager: As I had stated earlier, you are an exceptional employee and I want you to understand that, at times people lack motivation but we find a way to get it back. Even if you feel that way, you still have to respect your colleagues, because when you arrive at work very late, it shows that you do not care about the other workers who are waiting for you to commence their duties. This is also unacceptable in any given organization. You are a good leader and you can be a good manager for your team. The other workers look up to you because they respect your work ethic. I want you to collect yourself back and be the Jim I hired more than nine months ago. I am not here to put you down but to lift you up, and I know you have all the potential to be the best at what you do for the company. Thank you for listening and this concludes your evaluation. In case you have any question for me, do not hesitate to ask.
Jim: Thank you sir.[supanova_question]
ANOVA 2 Running head: ANOVA 1 ANOVA Student’s Name Institutional Affiliation Date
Running head: ANOVA 1
ANOVA Case Study
A sales manager supervising a force of three in a kitchen appliance department considering changing the compensation and would like to know if there is a significant difference in sales among three salespersons:
Salesperson #1 sells 49 appliances.
Salesperson #2 sells 56 appliances.
Salesperson #3 sells 51 appliances.
There is no significant difference in the number of appliances sold by Salesperson#1, Salesperson#2 and Salesperson#3 in the kitchen appliance department.
There is a significant difference in the number of appliances sold by Salesperson#1, Salesperson#2 and Salesperson#3 in the kitchen appliance department.
Using ANOVA, the calculated F is .929and critical F is 4.26. Since the calculated F value is smaller than the critical F, accept the null hypothesis (Bailey, 2008). Therefore, my conclusion is that there is no significant difference in the number of appliances sold by the three salespersons in the kitchen appliance department. I would put the three salespersons in a similar compensation plan as they do not show a significant difference in their sales.
Bailey, R. A. (2008). Design of Comparative Experiments. Cambridge University Press.[supanova_question]
LIRN Written Assignment Rubric Maximum Points Points Received Organization of information presented
LIRN Written Assignment Rubric
Organization of information presented
Writing has an introduction that includes a thesis statement. The body of the paper develops the thesis statement, elaborates and expands the topic. The conclusion restates (not in exact words) the thesis statement, summarizes and states any conclusion drawn from the analysis of the information.
Content Accuracy and Information Validity
Writing has an established and consistently sustained purpose. Provides in-depth assertions clearly supported by evidence. Writing is insightful and provides specific, relevant details.
Spelling and mechanics
Writing has no mechanical, usage or grammatical errors. Well-constructed sentences and paragraphs, proper spelling and punctuation, and is the proper length required.
Quality / Documentation of Sources / References
Follows current APA guidelines, all references in-text and reference page are complete/correct.
a. Reference three health-related peer-reviewed journal articles. Articles must have been written within the last 7 years.
b. Give an example of a quote from a health-related article (with in-text citation).
c. Give an example of referencing a paraphrased statement (with in-text citation).
d. Paper should be 3-5 pages in length. (This is NOT counting the title page and reference page).
e. Journal articles need to be copied and submitted with your paper.[supanova_question]