Category: Business and management

  • Climate change awareness and tourist behaviour

    i will upload an assignment which the power point should be done from. it must be a secondary research integrated instead of a primary on how the assignment is. also use 1000 words max and then I need both a power point and a word document with this. i will upload briefs and also my assignment to get the info from there. i also need a front sheet

    Attached Files (PDF/DOCX): Evaluating the Influence of Climate Change Awareness on Tourist Behaviour in Coa.pdf, Resubmission Assignmnent Brief L6M1 Sept 22 (2)docx.pdf

    Note: Content extraction from these files is restricted, please review them manually.

  • week 1

    Write a one page document that has your name on it that offers answers to the questions listed below. It’s OK to go over one page but the minimum requirement is ONE page. Most students find this is about three to five paragraphs.

    This assignment DOES NOT need to be in APA. With that said, the assignment MUST be in first person format. No quotes allowed.

    All assignments are checked for originality with Turnitin.com. Thinking of using AI? Think again, Turnitin.com can now detect this and will flag your paper.

    Upload your paper as a WORD document. Again, make sure your name is on it.

    QUESTIONS

    1. Describe the context of your best leadership situation/experience. Where/when did it take place?

    2. List 2-3 important actions or behaviors you took as a leader in this situation. In other words, what things did you do as a leader that made a difference in this situation?

    3. What words would you use to describe this experience? Describe your takeaways from the experience.

  • Personal code of ethics in authentic, equitable, and inclusi…

    MN003 Managing Authentically and Ethically Overview For this Performance Task Assessment, you will reflect on your personal and professional values and how these combine in your personal code of ethics. You will define what it means to be an authentic, emotionally intelligent, and inclusive manager, analyze how your values inform their managerial ethics, develop a personal code of ethics to guide decision making and behavior in a managerial role, and explore how you will use these ethics in influencing for positive social change. Assessment Submission Length: 7- to 10-page personal code of ethics Instructions To complete this Assessment, do the following: In the MN003_Assessment_Template file, complete your work on your personal code of ethics, using your Pre-Assessment submission as a starting point and incorporating any feedback as appropriate. Be sure to adhere to the indicated assignment length. Before submitting your Assessment, carefully review the rubric. This is the same rubric the assessor will use to evaluate your submission and it provides detailed criteria describing how to achieve or master the Competency. Many students find that understanding the requirements of the Assessment and the rubric criteria help them direct their focus and use their time most productively. Important Information on Interpreting the Assessment Rubric (click to expand) Achievement vs. Mastery of the Competency Mastery of this Competency means that 80% or more of the rows have been assessed as Exceeds Expectations and no rows have been assessed as Does Not Meet Expectations. Achievement of this Competency means that all rows are assessed at Meets Expectations or above (but lower than the 80% threshold required for Mastery). Assessment of Individual Rubric Rows In order to achieve Meets Expectations for a particular row of the rubric, you must have adequately completed all criteria in that row. This means that you have addressed all required elements to the required level of quantity and/or quality. In order to achieve Exceeds Expectations for a particular row of the rubric, you must have adequately completed all criteria in the row, and in addition, your response must reflect a depth and breadth of knowledge and expertise. Examples of this includebut are not limited tothe following: You provide additional, specific, and/or particularly relevant examples to illustrate points made. You seamlessly incorporate your original thoughts and diverse, credible, and relevant academic sources, when applicable, to express your viewpoint or develop a persuasive argument. You demonstrate a deeper understanding of the subject that draws from discipline-specific knowledge and theory and incorporates the viewpoints of a diverse set of business and management thought leaders. You draw additional connections between multiple, complex topics to support your explanations. You are able to apply your knowledge in unique, creative, and/or innovative ways. You thoroughly break down concepts into simpler parts and use your understanding of business to make connections. Your analysis is insightful and original. You design processes, products, and/or solutions that are creative, high-quality, and innovative. You consider diverse perspectives and relevant social, ethical, and business-related issues when proposing new ideas or formulating judgments. All submissions must follow the conventions of scholarly writing. Properly formatted APA citations and references must be provided where appropriate. Submissions that do not meet these expectations will be returned without scoring. This Assessment requires submission of one 7- to 10-page personal code of ethics, excluding title page and references. Save this file as MN003_firstinitial_lastname (for example, MN003_J_Smith)]. You may submit a draft of your assignment to the Turnitin Draft Check area to check for authenticity. When you are ready to upload your completed Assessment, use the Assessment tab on the top navigation menu. Important Note: As a student taking this Competency, you agree that you may be required to submit your Assessment for textual similarity review to Turnitin.com for the detection of plagiarism. All submitted Assessment materials will be included as source documents in the Turnitin.com reference database solely for the purpose of detecting plagiarism of such materials. Use of the Turnitin.com service is subject to the Usage Policy posted on the Turnitin.com site. Being an Authentic, Equitable, and Inclusive Manager For this Assessment, you will reflect on the meaning of authenticity, equity, and inclusivity as they apply to your role as a manager. In this scenario, you have been selected by your organization to participate in a peer mentoring group for managers. The group has had its first meeting, during which the group moderator (i.e., the master mentor) has stressed the importance of having a clear understanding of who you are as a manager, the principles you will use to guide your managerial decision making, and how you will use your influence as a manager to be an agent of positive social change. You and your fellow mentees have each been charged with identifying your core values and beliefs and using them as a foundation for your personal code of ethics. For the next meeting you are to prepare one 7- to 10-page personal code of ethics that addresses the following: Your definitions of authenticity, equity, and inclusivity as they relate to the role of a manager Core beliefs and values that have shaped you as a person How these definitions, values, and/or beliefs combine to form your personal code of ethics as a manager How you will use this personal code of ethics and your emotional intelligence to be an effective agent for positive social change As you prepare your reflection, be sure to cover all items outlined, including the incorporation of references to appropriate academic sources, such as those found in the Learning Activities or those in the Walden Library. Click each of the items below for more information on this Assessment. Part 1: Authenticity, Equity, and Inclusivity (approximately 12 pages) Analyze what authenticity means to you as it applies to the role of a manager. Examine what an inclusive and equitable workplace is, including a description of its features, as well as an analysis of its impact on employees and the organization as a whole. Be sure to include specific examples and appropriate references to scholarly sources to support your analysis. Summarize the role of a manager in promoting an authentic, equitable, and inclusive workplace. Be sure to incorporate references to scholarly sources to support your summary. Part 2: Beliefs, Values, and Personal Codes of Ethics Core Beliefs and Values (approximately 2 pages) Analyze the key values, beliefs, and/or experiences that have shaped you and that guide your thinking and behavior. Explain how these values, beliefs, and/or experiences have influenced your workplace behavior in the past. Identify three specific instances where you have had to make ethical choices. For each instance: Describe the situation and the various courses of action you could have taken; Explain what you ultimately decided and why; and Explain whether you would make the same decision today. Analyzing Others Personal Codes of Ethics (approximately 12 pages) Analyze the personal codes of ethics of other individuals. Address the following: Locate at least two examples of personal codes of ethics (or codes of conduct) online and attach them as appendices to your paper. For each example, identify at least two specific aspects that resonate with you and/or that you would find helpful in guiding behavior as a manager. Additionally, for each example, provide at least one specific area that you believe could be improved. Creating Your Personal Code of Ethics (approximately 2 pages) Create your personal code of ethics. Address the following: Identify 35 core beliefs, values, or principles that will guide your behavior and decision making as a manager. Propose 23 specific behaviors for each belief, value, or principle to show how they are demonstrated in action. (Note: Behaviors are specific actions that are observable by others.) Begin each proposed behavior with the phrase I will… Reflecting on your past experiences when you have had to make ethical choices, how will having a clearly defined personal code of ethics help you clarify your choices and make your decisions in the future? Part 3: You as a Change Agent (approximately 12 pages) Propose how you will use your code of ethics to be an even more effective agent for positive social change. Be sure to include specific examples and details to support your assertion. Describe how using your emotional intelligence, as well as other management and leadership skills, can help you be more effective as a change agent. Be sure to include specific examples and details to support your assertion. Also the pre assessment needs to be filled out Pre-Assessments are your opportunity to practice applying module content before final submission of your Competency Assessment. To complete this Pre-Assessment, do the following: Review the Assessment Instructions and the rubric to ensure you understand the requirements for the Assessment. Download the MN003_Assessment_Template (Word document). Using the MN003_Assessment_Template, prepare an outline, including a draft References section, of your personal code of ethics. Ensure that your outline includes both major and minor points. For information on outlining strategies please visit the following site from the Writing Center: https://academicguides.waldenu.edu/writingcenter/writingprocess/outlining Before submitting your Pre-Assessment, be sure to use the rubric to ensure that you have met all requirements and are satisfied with your submission. Use your submission and any feedback you may garner to improve and refine your final Assessment. Note that you do not need to resubmit your Pre-Assessment to address any feedback given.

    Attached Files (PDF/DOCX): MN003_Rubric.pdf, MN003_CompetencyDescription.pdf, MN003_AssessmentTemplate.docx, MN003_CompetencyDescription.pdf, MN003_Rubric.pdf

    Note: Content extraction from these files is restricted, please review them manually.

  • Non Profit Essay

    Use the Video of the recorded pages of the textbook to answer midterm questions. Instructions on PDF. For Question 1, you can find each topic by chapter names

    Attached Files (PDF/DOCX): CSS 300 Midterm.pdf

    Note: Content extraction from these files is restricted, please review them manually.

  • Developing Individuals and Teams

    MN002 Developing Individuals and Teams Overview For this Performance Task Assessment, you will complete key tasks that are important in developing individuals and developing teams. In Part 1, you will use a simulation platform to conduct a one-on-one coaching session with an employee who has recently shown signs of disengagement and reduced motivation. You will then reflect on this experience as it relates to your individual development as a manager and as a coach. In Part 2 of the Assessment, you will focus on developing teams. You will research the team charter, often used as a way to quickly build team cohesion and commitment, and will then develop a team charter for a team you know welleither one you are currently part of or one you have been part of in the past. By demonstrating skills in these areas, you will develop foundational competence in helping both individuals and teams achieve results and stay motivated and engaged. This Assessment incorporates the Business Skill for Good of coaching and mentoring. Assessment Submission Length: 810 pages total, not including team charter examples (4- to 5-page coaching plan and a 4- to 5-page team charter, plus reflection) Instructions To complete this Assessment, do the following: Review the Simulation Session Guide (PDF) document and follow the instructions to create a portal account, which you will then use to schedule your live, online simulation session. Review the MN002 Simulation Preparation (PDF) document. Review the Simulation Orientation video: Walden University, LLC. (2021). Simulation orientation [Video]. Walden University Brightspace. Schedule and complete your live, online simulated coaching conversation. In the MN002_Assessment_Template_Part1 file, complete your coaching plan, using your Pre-Assessment submission as the basis for your live, online simulated coaching conversation and then reflecting on the experience. In the MN002_Assessment_Template_Part2 file, complete your team charter draft. Be sure to adhere to the indicated assignment length. Before submitting your Assessment, carefully review the rubric. This is the same rubric the assessor will use to evaluate your submission and it provides detailed criteria describing how to achieve or master the Competency. Many students find that understanding the requirements of the Assessment and the rubric criteria help them direct their focus and use their time most productively. Important Information on Interpreting the Assessment Rubric (click to expand) Achievement vs. Mastery of the Competency Mastery of this Competency means that 80% or more of the rows have been assessed as Exceeds Expectations and no rows have been assessed as Does Not Meet Expectations. Achievement of this Competency means that all rows are assessed at Meets Expectations or above (but lower than the 80% threshold required for Mastery). Assessment of Individual Rubric Rows In order to achieve Meets Expectations for a particular row of the rubric, you must have adequately completed all criteria in that row. This means that you have addressed all required elements to the required level of quantity and/or quality. In order to achieve Exceeds Expectations for a particular row of the rubric, you must have adequately completed all criteria in the row, and in addition, your response must reflect a depth and breadth of knowledge and expertise. Examples of this includebut are not limited tothe following: You provide additional, specific, and/or particularly relevant examples to illustrate points made. You seamlessly incorporate your original thoughts and diverse, credible, and relevant academic sources, when applicable, to express your viewpoint or develop a persuasive argument. You demonstrate a deeper understanding of the subject that draws from discipline-specific knowledge and theory and incorporates the viewpoints of a diverse set of business and management thought leaders. You draw additional connections between multiple, complex topics to support your explanations. You are able to apply your knowledge in unique, creative, and/or innovative ways. You thoroughly break down concepts into simpler parts and use your understanding of business to make connections. Your analysis is insightful and original. You design processes, products, and/or solutions that are creative, high-quality, and innovative. You consider diverse perspectives and relevant social, ethical, and business-related issues when proposing new ideas or formulating judgments. All submissions must follow the conventions of scholarly writing. Properly formatted APA citations and references must be provided where appropriate. Submissions that do not meet these expectations will be returned without scoring. This Assessment requires submission of two documents, each completed in appropriate scholarly format. The first is a reflection on your experience with the coaching conversation completed in your simulation, in the form of a 4- to 5-page coaching plan. Save this file as MN002_firstinitial_last name_Part1 (for example, MN002_J_Smith_Part1). The second is a 4- to 5-page Team Charter and additional reflection as indicated. Save this file as MN002_firstinitial_lastname_Part2 (for example, MN002_J_Smith_Part2). You may submit a draft of your assignment to the Turnitin Draft Check area to check for authenticity. When you are ready to upload your completed Assessment, use the Assessment tab on the top navigation menu. Important Note: As a student taking this Competency, you agree that you may be required to submit your Assessment for textual similarity review to Turnitin.com for the detection of plagiarism. All submitted Assessment materials will be included as source documents in the Turnitin.com reference database solely for the purpose of detecting plagiarism of such materials. Use of the Turnitin.com service is subject to the Usage Policy posted on the Turnitin.com site. Developing Individuals and Teams In this Assessment, you will play the role of a new manager who is engaging in development activities for your team. As a new manager, you are being asked to provide evidence to your senior leader of the types of activities you are engaging in to further develop individuals on your teamand the team as a whole. In line with that request, you will complete two activities and create two documents that you will present to your manager: a coaching plan (for individual performance management) and a team charter (for team development). As you prepare your coaching plan and your team charter, be sure not only to cover all items outlined, but incorporate appropriate examples, where applicable, as well as citations for relevant academic sources, such as those found in the Learning Activities or those in the Walden Library. Click each of the items below for more information on this Assessment. Part 1: Coaching for Performance For this part of the Assessment, you will act as a new manager who has become concerned about what appears to be declining motivation and engagement on the part of one of your employees. You have spoken to your senior leader about your concerns, and she has asked you to document your interactions with the employee so that she can support you in becoming a more seasoned coach for your team. Your task is to prepare for and conduct an appropriate and effective coaching conversation with this employee using a simulation platform. You will then reflect on your experience by preparing a 4- to 5-page write-up of your interaction that will serve as the basis for ongoing coaching for the employee, as well as for yourself. First, make any modifications, as appropriate, to the Coaching Conversation Checklist section of the MN002 Assessment Template Part1 that you submitted for your Pre-Assessment. Also be sure to note any questions you may have for your own coach to discuss when you debrief with them later. Then, complete the live, online simulation experience. After you have completed the online, simulated coaching conversation with the employee, use the following outline as the basis of the remainder of your coaching plan, in which you walk through the experience and reflect upon the following: Did you accomplish the objectives you set out to accomplish? Explain why or why not. What effects (positive and negative, if applicable) did your preparation have on the outcome? Provide a rationale to support your assessment. What do you feel you did particularly well in your coaching session? If you were going to hold the coaching session again, what might you have done differently, or what improvements would you make? How did the employee respond within the coaching session? What is your prediction for how the employees behavior will change (or not) as a result of this coaching session? What insights did you gain that would be helpful for future coaching sessions with the employee? As a conclusion to your coaching plan, choose at least one specific action you will take as a result of this experience to aid you further in your development as a manager and as a coach. Part 2: Developing Your Team For this part of the Assessment, you will use a team you know well (either a team you are currently a part of or one you have been a part of in the past) to serve as the team you are leading (for the purpose of this exercise) and for which you will develop a 4- to 5-page first draft of a team charter that will be shared with the team and finalized at a later date with team input and buy-in. Additionally, as part of the documentation you will share with your manager, you will identify strategies to help your team develop and will evaluate the effectiveness of the charter to meet that goal. Be sure to disguise the names of the organization and of any team members to protect privacy. To complete this task, address the following: Design your own team charter for your chosen team, being sure to address the following: Describe the mission or purpose of the team. Identify three to five specific and measurable goals or outcomes that collectively define success for the team in terms of fulfilling its mission. Provide the names (disguised) of team members, describe their official team roles (if any), and indicate the key strengths of each team member in terms of their functional skills and knowledge, as well as their work style and approach. List specific and behavioral ground rules that team members are expected to abide by in their work together and explain how violation of any of these ground rules will be handled within the team. Outline the teams approach to resolving conflicts that may arise as the team works together. As a final part of the team charter, include an Appendix (to be provided only to your manager) that includes the following: Based on your assessment of the members of the team and their strengths, skills, and work styles/approach, explain two or three strategies you plan to use to further develop the team and its members. In addition, because your manager is also concerned with ensuring a strong and viable leadership pipelineor overall bench strength in the succession planpropose three specific actions you will take in the next 23 months as first steps in choosing and mentoring your successor as leader of this team. Consider how you will choose the individual (what qualities will you look for?), how you will first propose the mentoring relationship, and what that first mentoring meeting might look like. Defend your rationale for selecting the specific goals, ground rules, and approaches to conflict resolution you drafted for the team, including how these guidelines will help the team develop and meet those goals. As part of your response, note any potential risks or challenges you may face as you implement the team charter, as well as what approach you will take to manage those challenges. Also needed is the Pre-Assessment Pre-Assessments are your opportunity to practice applying module content before final submission of your Competency Assessment. In Part 1 of your two-part Assessment for this Competency, you will be asked to engage in a live, online, simulated individual coaching experience where you will play the role of coach with an employee. Part 2 of the Assessment involves developing a draft of a team charter for a team you know well. This Pre-Assessment activity will help you prepare for your final Assessment. To complete this Pre-Assessment, do the following: Review the Assessment Instructions and the rubric to ensure you understand the requirements for the Assessment. Download and review the MN002 Simulation Preparation (PDF) document. Download the MN002_Assessment_Template_Part1 (Word document) and complete the section entitled Coaching Conversation Checklist, in which you will detail how you will approach the coaching session with the employee and what you plan to discuss with them based on the information provided in the scenario background document. Complete the Checklist by writing a script or detailed notes for each item. Submit the completed Coaching Conversation Checklist section of MN002_Assessment_Template_Part1. Before submitting your Pre-Assessment, be sure to use the rubric to ensure that you have met all requirements and are satisfied with your submission. Use your submission and any feedback you may garner to improve and refine your final Assessment. Note that you do not need to resubmit your Pre-Assessment to address any feedback given.

    Attached Files (PDF/DOCX): MN002_Rubric.pdf, MN002_AssessmentTemplate_Part2.docx, MN002_AssessmentTemplate_Part1.docx, Walden Simulation Session Guide.pdf, MN002_Sim_Prep.pdf

    Note: Content extraction from these files is restricted, please review them manually.

  • Positive and Inclusive Workplace Culture

    MN001 Shaping a Positive and Inclusive Workplace MN001 Assessment Instructions Review the details of your assessment including the rubric. You will have the ability to submit the assessment once you submit your required pre-assessment and engage with your Faculty Subject Matter Expert (SME) in a substantive way about the competency. Overview For this Performance Task Assessment, you will act as an internal consultant to an organization you know well. You have been asked to deliver a presentation to company managers explaining culture and its importance, the value of an engaged and motivated workforce, and how managers can develop and sustain a positive and inclusive work environment. Assessment Submission Length: 20 slides in the Assessment Template with accompanying script Instructions To complete this Assessment, do the following: Review, as needed, the following resource, which includes links to helpful information about using Microsoft PowerPoint: OASIS: Academic Skills Center. (n.d.). Microsoft PowerPoint. Walden University. In the MN001_Assessment_Template_Part1 file, complete your work on the PowerPoint slide deck, using your Pre-Assessment submission as a starting point and incorporating any feedback as appropriate. Download the MN001_Assessment_Template_Part2 (Word document), which you will use to create the script that accompanies your PowerPoint presentation. Be sure to adhere to the indicated assignment length. Before submitting your Assessment, carefully review the rubric. This is the same rubric the assessor will use to evaluate your submission and it provides detailed criteria describing how to achieve or master the Competency. Many students find that understanding the requirements of the Assessment and the rubric criteria help them direct their focus and use their time most productively. Important Information on Interpreting the Assessment Rubric (click to expand) Achievement vs. Mastery of the Competency Mastery of this Competency means that 80% or more of the rows have been assessed as Exceeds Expectations and no rows have been assessed as Does Not Meet Expectations. Achievement of this Competency means that all rows are assessed at Meets Expectations or above (but lower than the 80% threshold required for Mastery). Assessment of Individual Rubric Rows In order to achieve Meets Expectations for a particular row of the rubric, you must have adequately completed all criteria in that row. This means that you have addressed all required elements to the required level of quantity and/or quality. In order to achieve Exceeds Expectations for a particular row of the rubric, you must have adequately completed all criteria in the row, and in addition, your response must reflect a depth and breadth of knowledge and expertise. Examples of this includebut are not limited tothe following: You provide additional, specific, and/or particularly relevant examples to illustrate points made. You seamlessly incorporate your original thoughts and diverse, credible, and relevant academic sources, when applicable, to express your viewpoint or develop a persuasive argument. You demonstrate a deeper understanding of the subject that draws from discipline-specific knowledge and theory and incorporates the viewpoints of a diverse set of business and management thought leaders. You draw additional connections between multiple, complex topics to support your explanations. You are able to apply your knowledge in unique, creative, and/or innovative ways. You thoroughly break down concepts into simpler parts and use your understanding of business to make connections. Your analysis is insightful and original. You design processes, products, and/or solutions that are creative, high-quality, and innovative. You consider diverse perspectives and relevant social, ethical, and business-related issues when proposing new ideas or formulating judgments. All submissions must follow the conventions of scholarly writing. Properly formatted APA citations and references must be provided where appropriate. Submissions that do not meet these expectations will be returned without scoring. This Assessment requires submission of one 20-slide PowerPoint presentation, along with an accompanying Word script. Save these files as MN001_firstinitial_lastname, one for each file type (for example, MN001_J_Smith.pptx and MN001_J_Smith.docx). You may submit a draft of your assignment to the Turnitin Draft Check area to check for authenticity. When you are ready to upload your completed Assessment, use the Assessment tab on the top navigation menu. Important Note: As a student taking this Competency, you agree that you may be required to submit your Assessment for textual similarity review to Turnitin.com for the detection of plagiarism. All submitted Assessment materials will be included as source documents in the Turnitin.com reference database solely for the purpose of detecting plagiarism of such materials. Use of the Turnitin.com service is subject to the Usage Policy posted on the Turnitin.com site. Creating a Positive, Inclusive Workplace Culture: Your Role as a Manager For this Assessment, you will take on the role of an internal consultant tasked with helping managers in your organization understand their role in ensuring the organization has a positive, inclusive culture that helps drive employee engagement. First, select a specific organization that you know well. It can be one of which you are currently a part or one you have been involved with in the past. You may, if you choose, create a fictitious organization and use this for your Assessment. If you choose to do so, be sure to provide a sufficient amount of detailed information to describe the fictitious organization in your presentation. Whichever organization you choose, remember to disguise the names of the organization and of any staff members you may mention in your presentation (e.g., the CEO, whom we call Mary Smith rather than CEO Alice Thompson). Now imagine you have been tasked by the CEO of this organization to make a presentation to all managers. The CEO is concerned that managers neither fully understand the importance of culture nor take responsibility for ensuring the organizations culture is strong, positive, and inclusive. You are seeking not just to inform but also to analyze the existing culture and persuade managers to take specific recommended actions to improve the organizations culture and thereby increase employee engagement and motivation and improve organizational outcomes. You will develop an approximately 20-slide PowerPoint presentation with accompanying Word script designed to ensure that all managers have a shared understanding of the meaning of key terms; understand the importance and value of employee engagement, employee motivation, and a positive and inclusive culture; and have key takeaways in the form of specific calls to action (CTAs). These CTAs will include your recommendations for building and maintaining a positive, inclusive culture in the areas over which they have influence. As you prepare your presentation and script, be sure to cover all items outlined, including the incorporation of references to appropriate academic sources, such as those found in the Learning Activities or those in the Walden Library. Using the PowerPoint template provided, and including your full presentation script in a separate Word document, address the following topics and questions: Click each of the items below for more information on this Assessment. Part 1: Organizational Culture and Its Importance (approximately 6 slides) Describe components of organizational culture. Analyze why organizational culture is important. Classify the culture of your chosen organization as a clan, adhocracy, hierarchy, or market culture (Cameron & Quinn, 2011). Be sure to include your data or evidence to support your cultural diagnosis. Analyze the strengths and weaknesses of the culture as you have described it. Include at least one example of each. Call to Action: Propose at least one key step that managers in your selected organization can take to strengthen its organizational culture. Part 2: Employee Motivation and Engagement (approximately 4 slides) Analyze the drivers of employee motivation and engagement. Evaluate how the culture of your selected organization supports or inhibits the drivers of employee motivation and engagement. Call to Action: Develop a list of at least three clear actions that could be taken by any manager and that have been demonstrated to enhance employee engagement and motivation. Part 3: Toward a More Positive Culture (approximately 34 slides) Synthesize the effects of having a positive work cultureas well as the effects of not having one. How does this impact the organization? How does this impact individuals and teams? Call to Action: Propose a set of key steps that managers in your selected organization can take to move toward greater positivity. Part 4: Toward a More Inclusive Culture (approximately 6 slides) Examine what it means for an organization to have an inclusive culture. Distinguish between diversity and inclusion. In what ways are they the same? In what ways are they different? Analyze the importance of diversity and inclusion to an organization. What are the positive effects of incorporating diversity and inclusion into the culture? What challenges might you encounter when incorporating these ideas into the culture? Call to Action: Develop a list of key steps managers in your selected organization can take to better incorporate diversity and inclusion into organizational culture and practices. You will also need to do the Pre assessment, the sooner that can be filed before final paper the better Pre-Assessments are your opportunity to practice applying module content before final submission of your Competency Assessment. To complete this Pre-Assessment, do the following: Review, as needed, the following resource, which includes links to helpful information about using Microsoft PowerPoint: OASIS: Academic Skills Center. (n.d.). Microsoft PowerPoint. Walden University. Review the Assessment Instructions and the rubric to ensure you understand the requirements for the Assessment. Download the MN001_Assessment_Template_Part1 (PowerPoint presentation). Using the MN001_Assessment_Template_Part1, prepare a draft of the PowerPoint slide deck, including a draft References section, that will be used in your presentation to the managers. Ensure your draft covers the major points of the four main sections of the Assessment. Note: You do not need to complete your script for this Pre-Assessment. Before submitting your Pre-Assessment, be sure to use the rubric to ensure that you have met all requirements and are satisfied with your submission. Use your submission and any feedback you may garner to improve and refine your final Assessment. Note that you do not need to resubmit your Pre-Assessment to address any feedback given.

    Attached Files (PDF/DOCX): MN001_AssessmentTemplate_Part2.docx, MN001_CompetencyDescription.pdf, MN001_Rubric.pdf

    Note: Content extraction from these files is restricted, please review them manually.

  • Collaborative leadership is essential for fostering innovati…

    Collaborative leadership is essential for fostering innovation, inclusivity, and high-performance cultures in modern organizations. Effective leaders must balance open collaboration with decisive action, ensuring teams remain productive without getting bogged down in excessive deliberation.

    Review the article and write an essay to answer the questions below.

    1. Identify three critical collaborative leadership traits discussed in the Forbes article. How do these traits contribute to effective team building and organizational success? Support your analysis with direct evidence from the article and additional research.
    2. The article highlights that too much collaboration can lead to inefficiency, while too little stifles innovation. Choose one company or leader referenced in the article (or from your research) and analyze how they strike this balance. Did they use Poignant Questioning (challenging assumptions) or Appreciative Inquiry (building on strengths) to guide decision-making? Explain with examples.
    3. Consolidate your learnings about collaborative leadership from the article and conduct additional research on prominent industry leaders who exemplify the traits of collaborative leadership. Choose one such leader and write a summary explaining how this leader successfully transformed a group of employees into a high-performing team.
    • How the leader fostered an inclusive environment that energized and motivated the team, the specific strategies used to unlock creativity and maintain productivity, and How the leaders collaborative approach led to measurable and impactful outcomes in the organization.
  • Discussion thread promotion replies

    For all Discussions, each reply must incorporate at least 1 scholarly citation in the current APA format and 1 Biblical principle/verse (Note: for each reply for the Discussion: Disruptive Marketing, at least 1 Biblical verse needs to cited, in current APA format, under the Biblical Integration subject header). Any sources cited must have been published within the last five years, except for the Bible. 2 different post need replies 250 words each not including references substantial replies not just agreeing and pose a question for further dialogue 1. AA Discussion Thread: Promotion Price promotions come in many forms and are offered by essentially all companies, whether they are large or small. Price promotions include discounts, free trials, BOGO or buy one get one free, and cashback offers (Guo et al., 2023; Pratt et al., 2023; Zhu et al., 2025). Smaller companies may offer a stamp system, where you receive a free item upon your tenth visit, while larger companies, such as Amazon, offer money back in the form of Prime Young Adult, among their many promotions. While promotions may initially seem like a sure way to attract customers, statistics show the difficulty and complexity in attracting customers who may be loyal to a competing brand. Hidden Price Promotions An example of a popular promotion type is hidden price promotions (Li et al., 2022). Hidden price promotions conceal the sales price of an item unless the customer adds the item to the digital cart (Li et al., 2022). To view the price, the customer must have the item in their cart, and they can then view the price once they view their cart (Li et al., 2022). Companies such as Walmart, Target, Best Buy, and eBay have all used this promotional strategy on their websites (Li et al., 2022). Most prior research has found positive feelings associated with hidden promotions, inducing feelings of fun, surprise, and mystery (Li et al., 2022). Difficulty with Price Promotions Companies often create price promotions aimed at encouraging consumers to switch from an incumbent brand (Zhu et al., 2025). In some companies, price promotions even account for over 50% of the marketing budget (Pratt et al., 2023), highlighting the importance of attracting new customers. Price promotions, once viewed by consumers, can encourage the temporary switching of brands, but the likelihood of making a new customer is only 20% at best (Pratt et al., 2023). Furthermore, less than 16% of consumers who view a promotion will switch brands to take advantage of the promotion (Choy, 2019, as cited in Pratt et al., 2023). Most consumers will not switch brands upon perceiving a promotional offer from a competitor, remaining loyal to their brand, and even increasing their spending on their incumbent brand (Pratt et al., 2023). These statistics highlight the importance of researching and investing in the promotion type that is most likely to attract customers; company resources are wasted. In the worst case scenario, the incumbent brands customers become even more loyal to that brand. Negative Effects of Price Promotions Price promotions, if done wrong, can have the opposite effect from what the company wanted. Price promotions can increase customers’ price sensitivity, impatience, and affect their future price expectations, creating the impression of poor quality, brand desperation, and leading to reduced loyalty (Pratt et al., 2023). Negative Effects of Hidden Price Promotions Hidden price promotions give customers the impression that the reduction is significant, impacting their purchase intention once they view the final price in their basket (Li et al., 2022). Contrary to prior research, Li et al. (2022) found that hidden price promotions increased the discount expectation, reduced the positive impact, and led to lower purchase intentions for consumers. The initial excitement and mystery of finding out the discounted price wears off once the discount is viewed in the digital shopping cart. Negative Effects of Simultaneous Price Promotions Among First- and Third-Party Retailers First and third-party retailers should not promote simultaneously unless the customer loyalty to the two retailers is balanced and the reference price effect is also strong (Guo et al., 2023). The reference price is what the consumer is willing to pay for the service or good. If both first and third-party retailers promote at the same time, the retailers profits are always harmed by the promotion (Guo et al., 2023; Zhu et al., 2025). If only one retailer promotes, both retailers may make higher profits (Guo et al., 2023). Retailers must understand these nuances, that two identical promotions run at different times can have very different outcomes depending on whether other retailers are also promoting. Promotional Success Reasons customers switch brands include price promotions, dissatisfaction with the current brand, viewing the incumbent brand as being of low quality, not enough value provided, or switching for social mobility (Pratt et al., 2023). Brands must take aim at these customers, in hopes that the proper promotion has been deployed to appeal to them. Company resources must go to understanding the consumer, understanding what promotions work best for what cause, and when to deploy certain promotions. With that understanding, companies can utilize various forms of promotional advertising to target their audience, and will do so with more success than competitors who are laxer about their promotional approach. Biblical Integration Scripture teaches us that fortune made suddenly will diminish, but adding little by little is the way to riches (The New American Bible, 2002/2003, Proverbs 13:11). Companies must be careful not try to make money hastily, but with time and research, ensure that their methods are appropriate. Initially, it may seem that offering promotions is a sure way of making sales, but this approach could backfire if the strategy is not researched thoroughly. Further cementing this idea, we are taught that the hardworking is thoughtful and gains from it, while from too much haste comes only want (The New American Bible, 2002/2003, Proverbs 21:5). Companies must understand the nuances of promotions, the type of promotion, and the impact on the consumer before launching one. In an almost comedic tone, scripture emphasizes that any discipline had at the time is a matter of grief, not joy, but undergoing it bears fruit in peace and uprightness (The New American Bible, 2002/2003, Hebrews 12:11). We struggle when we show discipline because it is easier not to, but the reward for being disciplined surely follows. Spending company resources researching and studying the consumer and various promotions is tedious, but it will ultimately pay off in the end, rather than have the outcome be a surprise for the company. Conclusion Price promotions are complex ways of communicating with consumers, but can prove very effective if the company understands its audience. For this reason, companies must research their target audience, their preferences, and what would draw them away from their incumbent brand. Companies also need to understand what promotions other companies have to prevent a backfiring of an otherwise good strategy. If companies truly understand the market, the audience, and what advantages their brand has over others, they can successfully attract new customers. References Choy, B. (2019). Promotional effectiveness metrics & email capture benchmarks across 10 ecommerce industries. Big Commerce Blog. Guo, T., Zhong, S., Wang, X., & Ma, S. (2023). Price promotion considering the reference price effect and consumer loyalty: Competition between first-party and third-party retailers. Computers & Industrial Engineering, 175. Li, W., Hardesty, D. M., Craig, A. W., Song, L., Hardesty, D. M., & Craig, A. W. (2022). Hidden price promotions: Could retailer price promotions backfire? Journal of Retailing and Consumer Services, 64. Pratt, A. B., Robinson, S. G., Voorhees, C. M., Wang, J., & Giebelhausen, M. D. (2023). Unintended effects of price promotions: Forgoing competitors price promotions strengthens incumbent brand loyalty. Journal of the Academy of Marketing Science, 51(5), 1143-1164. The New American Bible. (2003). United States Conference of Catholic Bishops. (Original work published 2002) Zhu, S., Yang, X., Zhou, W., & Cao, P. (2025). Dynamic price competition and promotion strategy with cross-network effect: Implications for e-commerce platforms. The Journal of the Operational Research Society, 76(11), 22702284. 2. JC Promotion, as a strategic element within the marketing mix, plays a pivotal role in communicating value to consumers, shaping purchase decisions, and enhancing brand visibility. In contemporary marketing practice, advertising and sales promotions constitute two core promotional tools that firms use to stimulate demand and influence consumer behavior. Both tools have evolved in response to digital transformation, changing consumer expectations, and economic conditions. This post synthesizes four peer-reviewed journal articles published within the last five years, highlighting major findings on advertising effectiveness and sales promotion strategies. Advertising Effectiveness and Message Characteristics Advertisers continually seek to balance the content, format, and length of promotional messages in order to maximize consumer engagement and conversion. A recent study by Ercan (2025) examined how micro advertising, ultra-short ads often under 10 seconds, influences consumer behavior outcomes in digital contexts. The research found that micro ads can enhance behavioral response when they align content brevity with clear calls to action, especially on social platforms where attention spans are limited. These ads showed statistically significant improvements in brand recall and purchase intent compared to more traditional ad formats, highlighting the importance of message design in modern digital promotion. This aligns with the broader shift toward digital, interactive advertising where metrics such as engagement rate, click-through, and conversion are increasingly important. Effective advertising must not only create awareness but also foster memorable brand associations that resonate with consumers across multiple touchpoints. Psychological and Pricing Dimensions of Sales Promotions Sales promotions are temporary incentives designed to encourage purchase behavior through discounted pricing, added value offers, or limited-time deals. While promotions have long been a staple in tactical marketing, Ulqinaku and Abi (2025) provide new evidence that consumer characteristics strongly moderate promotional effectiveness. Their study, published in the Italian Journal of Marketing, reveals that financially restricted consumers do not respond uniformly to all sales promotions. Specifically: Consumers with financial limitations were less likely to engage with high-low pricing and limited-time promotions due to increased decision conflict. Conversely, buy-one-get-one-free promotions, which offer an additional benefit alongside price savings, were more effective at motivating purchases for financially constrained consumers. This suggests that perceived value contrast rather than simple price reduction drives behavioral responses in certain segments. Marketers should therefore tailor promotional strategies to audience financial conditions and cognitive responses to offers. Consumer Psychology, Decision Conflict, and Promotional Response Building upon the behavioral findings of Ulqinaku and Abi (2025), the concept of decisional conflict helps explain why some promotions are more effective than others. In cognitive psychology, decisional conflict arises when consumers face uncertainty or ambiguity in evaluating a choice. For example, a limited-time promotion may create urgency but also anxiety about whether the offer is truly valuable, leading some consumers to defer or avoid purchase decisions. In contrast, bundled offers (e.g., buy-one-get-one-free) provide both savings and perceived guarantee of value, reducing conflict. From a practical marketing perspective, understanding the mental cost associated with promotional evaluation is essential. It enables marketers to craft offers that not only signal immediate value, but also reduce cognitive burden on the consumer at the moment of purchase. Integrating Promotion with Broader Marketing Strategy Although this post focuses on advertising and sales promotion individually, it is important to recognize that promotional tools do not operate in isolation. Research on digital marketing and brand engagement indicates that promotional approaches must be integrated within a broader marketing communications framework that includes product positioning, pricing strategy, and customer experience. For example, campaigns that integrate personalized advertising, targeted promotional offers, and customer loyalty programs often outperform stand-alone promotional efforts by building stronger relational equity with consumers. A connected perspective is also reinforced by Scripture: Whatever you do, work at it with all your heart, as working for the Lord, not for human masters. Colossians 3:23 (NIV) This verse reminds us that intentionality and excellence in work, including marketing strategies, honors God when executed with integrity, creativity, and consideration for the people we serve. Biblical Integration: Ethical Promotion and Consumer Respect Ethical considerations are integral to effective promotion. Scripture instructs fairness and honest communication: Do not use dishonest standards when measuring length, weight or quantity. Leviticus 19:35 (NIV) Applied to promotion, this can be interpreted as a call for truth in messaging, ethical pricing, and transparency in advertising claims. An ethical promotional strategy respects consumer autonomy rather than exploiting psychological triggers without regard for customer welfare. Similarly, marketers are encouraged to: Avoid deceptive advertising that exaggerates claims. Provide clear terms in promotions to reduce confusion. Consider the well-being of consumers over short-term sales spikes. This aligns with Jesus teaching: So in everything, do to others what you would have them do to you… Matthew 7:12 (NIV) When applied to promotion, this Golden Rule suggests that fair communication and value-driven promotions benefit both consumers and firms in the long run. Conclusion Recent research supports the idea that both advertising effectiveness and sales promotion strategies are shaped by consumer psychology, message design, and contextual factors such as financial constraints. Advertising remains critical for brand communication in the digital age, while promotions must be crafted with an understanding of consumer decision processes. Integrating ethical principles grounded in Scripture further strengthens promotional strategies by emphasizing honesty, respect, and long-term value creation. References Ercan, U. (2025). The impact of price promotions on consumer behavior under time limit conditions. SAGE Open, 15(3). Links to an external site. Holy Bible, New International Version. (2011). Retrieved from Links to an external site. Jemal, M. K. (2025). The impact of advertising on consumers buying behavior. Cogent Social Sciences, 11(1), Article 2454355. Links to an external site. Ulqinaku, A., & Abi, G. S. (2025). When sales promotions make consumers experiencing financial restrictions purchase more or less: The role of decisional conflict. Italian Journal of Marketing, 2025(2), 155179. Links to an external site. Yeo, T. E. D., Chu, T. H., & Li, Q. (2025). How persuasive is personalized advertising? A meta-analytic review of experimental evidence of the effects of personalization on ad effectiveness. Journal of Advertising Research. Links to an external site.
  • Unit 6 Assignment_Andromeda Horton

    Please let me know if you have any questions.

    Attached Files (PDF/DOCX): assignment 6 instructions.docx

    Note: Content extraction from these files is restricted, please review them manually.

  • AI Generated Analysis Paper

    Instructions

    AI policy for this assignment:

    Using your preferred Generative AI tool (ChatGPT, CoPilot, Meta AI, etc.), summarize the provided PDF article What Role Should Business Play in Society? (Mazzucato, 2022). Challenge the AI tool to provide additional analysis on at least three of the findings using two of your own drill-down prompt questions per finding. In other words, your final report should include analysis on at least three of the report summary findings with at least two AI prompts per finding that generate additional insights. Finally, write your own final paragraph indicating which of the authors suggestions from the article you agree or disagree with and why.

    Step-by-step instructions:

    • Using ChatGPT or similar tool, upload the provided PDF article for analysis. Prompt ChatGPT with a direction such as Please summarize the most important points from the attached article. Students are encouraged to use their own variations for this and other prompts.
    • Once the results are presented, choose at least three of the articles findings and ask the AI tool to provide further analysis using at least two of your own prompts per finding. There should be at least 7 different prompts used during this process (the initial, and two additional unique prompts per finding after the initial). Make sure to include the prompt questions or directions you used in your final paper and highlight each prompt question in yellow.
    • To practice good sourcing that leads to credible findings and analysis, make sure to request that the AI tool provide all references in APA format and include those citations in your paper.
    • Asking for sources/references alone will not be considered as further analysis and/or a valid standalone prompt: your questions need to ask for an analysis and/or include more detail in your ask–you should provide more than just a reference list.
    • Based on the results provided by your AI tool, write your own final paragraph consisting of a minimum of 100 words indicating which of the authors suggestions from the article you personally agree or disagree with and why. This paragraph should be written from your point of view and not just from AI output.
    • Your final project should look more like a movie script and less like a typical paper.
    • The entire conversation with AI should be uploaded.
    • Be sure to list which AI platform you used.
    • Upload your final paper in PDF or Microsoft Word file format in Brightspace.

    Grading Rubric

    Plan Section

    Completion Available Points

    AI Prompts

    10 Initial AI prompt and two unique subsequent follow-up AI prompts for at least three of the reports summary findings are relevant and included.

    5- Two summary findings are explored and/or less than two follow-up AI prompts are included; OR some provided prompts are not relevant to the select summary findings.

    0 Missing AI prompts or prompts that are completely unrelated to the articles key points.

    Personal Perspective Paragraph

    10 Summary perspective was shared via a minimum 100-word paragraph with personal opinions/insights provided by the student.

    5- Summary perspective was shared but unrelated to the insights provided by the article or AI analysis, OR less than 100-word minimum.

    0 Missing personal perspective paragraph or paragraph missing a personal perspective.

    APA References

    10 APA citations provided when third-party source were referenced.

    5- Some missing APA citations.

    0 No APA citations provided.

    Attached Files (PDF/DOCX): What Role Should Business Play in Society_.pdf

    Note: Content extraction from these files is restricted, please review them manually.