Category: Management

follow the intstructions and requirements from the pdf document.

Directions:

• Discuss the concepts, principles, and theories from your textbook. Cite your textbooks and cite any other sources if appropriate.
• Your initial post should address all components of the question with a 500 word limit.
• Reply to at least two discussion posts with comments that further and advance the discussion topic.

Required Textbook :

Aguinis, H. (2023). Performance Management (5th ed.). Sage Publications. ISBN: 9781048426480 (eBook).

Directions:

• Discuss the concepts, principles, and theories from your textbook. Cite your textbooks and cite any other sources if appropriate.
• Your initial post should address all components of the question with a 500 word limit.
• Reply to at least two discussion posts with comments that further and advance the discussion topic.

Required Textbook :

Aguinis, H. (2023). Performance Management (5th ed.). Sage Publications. ISBN: 9781048426480 (eBook).

Discussion One:

• Discuss the various components of new employee onboarding, including new hire orientation. Which part do you believe to be most important and why? What is the human resource manager’s role in the employee onboarding process? What is the manager’s role?
• How does an onboarding program benefit both new employees and the organization? In your discussion, address how effective employee onboarding can enhance employee engagement and retention.

Be sure to provide references for the sources of the information you used, including any material from the classroom.

Discussion Two: Application

• Discuss the consequences of an ineffective or inadequate onboarding program from both employee and organizational perspectives. How can HR evaluate the success of an onboarding program? Discuss at least 3 important onboarding success metrics.
• Evaluate the onboarding program of an organization where you are or have been employed or one you are familiar with. Do you believe it is effective in successfully integrating new employees into the organization? Why or why not?

Be sure to provide references for the sources of the information you used, including any material from the classroom.

50% BUSE Individual Executive Report

Length: 2,500 words

This is a strict limit not a guideline: any piece submitted with more words than the limit will result in the excess not being marked

Instructions

Week 4 Research Topic Paper Instructions

Select a topic for the final paper (either reverse logistics of the military or reverse logistics of business) and write an abstract and introduction for the project paper. The paper should be 1-3 pages in length, not including the cover or reference pages. The paper must be in APA format.

Submission Instructions:Written communication: Written communication is free of errors that detract from the overall message.
APA formatting: Resources and citations are formatted according to APA style and formatting.
Length of paper: typed, double-spaced pages with no less than 800 words.
Font and font size: Times New Roman, 12 point.

Assigned Readings:

Chapter 8 – Managing Stakeholders in a Virtual World

Chapter 9 – Managing Difficult Stakeholders

Initial Postings: Read and reflect on the assigned readings for the week. Then post what you thought was the most important concept(s), method(s), term(s), and/or any other thing that you felt was worthy of your understanding in each assigned textbook chapter.Your initial post should be based upon the assigned reading for the week, so the textbook should be a source listed in your reference section and cited within the body of the text. Other sources are not required but feel free to use them if they aid in your discussion.

Also, provide a graduate-level response to each of the following questions:

NovaHealth Solutions, a global healthcare technology firm, has embarked on a major virtual project called Project PulseLink the development and deployment of an AI-powered remote patient monitoring system. The project spans four continents and includes over 30 cross-functional stakeholders, including internal IT teams, product developers, regional compliance officers, vendor partners, and several high-profile clinicians who represent client health systems. Due to the global nature of the project and recent cost-cutting efforts, all meetings, updates, and deliverables must be managed virtually. The project manager, Aisha Khan, is a seasoned PMP with a strong background in healthcare IT but is facing new and unexpected hurdles in this virtual environment.

The Challenge

While the project is technically on schedule, Aisha is seeing cracks in stakeholder alignment, engagement, and trust. Key issues have emerged:

• Silent disengagement: Certain stakeholders attend virtual meetings but rarely speak or contribute. Their follow-ups are often delayed.
• Time zone tensions: With teams spread across 10 time zones, many stakeholders feel meetings are scheduled at their inconvenience, leading to resentment.
• Communication overload: Stakeholders report being overwhelmed by too many updates via email, Teams, and Slack leading to important messages being missed.
• Cultural misalignment: Some stakeholders feel ignored or undervalued due to communication styles that differ across regions (e.g., directness vs. indirectness, comfort with disagreement).
• Lack of visibility: Executive sponsors feel out of the loop because they no longer bump into team members in hallways or hear informal updates.

Aisha realizes that managing stakeholders virtually requires more than just sending status reports and setting Zoom meetings it requires a thoughtful, human-centered approach to virtual stakeholder engagement.

Your Task What You Must Do

Youve been brought in as part of a virtual collaboration advisory team to help Aisha re-design her stakeholder management approach for a virtual world. You must prepare a 23 page strategic action memo or presentation addressing the following:

1. Stakeholder Segmentation

• Identify at least three stakeholder groups in the case (e.g., clinicians, vendors, regional managers, executives).
• For each group, describe their:
• Influence level
• Communication preferences
• Engagement risks (e.g., silence, misalignment, misunderstanding)

2. Virtual Communication Strategy

• Propose specific actions Aisha can take to:
• Improve collaboration across time zones
• Reduce communication fatigue
• Ensure two-way engagement
• Personalize communication styles based on cultural/regional expectations

3. Visibility and Trust-Building

• Outline 23 tactics to increase transparency and trust with both senior stakeholders and remote team members.

4. Technology Use Assessment

• Recommend two digital tools or practices that would streamline communication and stakeholder tracking.

5. Prevention and Scalability

• Suggest practices to prevent stakeholder disengagement in future virtual projects.
• How can Aisha scale engagement in a way that doesnt overwhelm stakeholders?

[Your post must be substantive and demonstrate insight gained from the course material. Postings must be in the student’s own words – do not provide quotes!]

[Your initial post should be at least 450+ words and in APA format (including Times New Roman with font size 12 and double spaced). Post the actual body of your paper in the discussion thread then attach a Word version of the paper for APA review]

Chapter 8 – Managing Stakeholders in a Virtual World

Overview:

A variety of forces are leading to the increased use of virtual teams. Project managers leading virtual teams should use the continuum of robustness to ensure they are using the most robust method possible. The continuum of robustness work provides the project manager effective techniques for managing virtual teams. Virtual teams create risk. Technology risks, language differences, time zone differences, and a variety of other risks can derail the virtual team. As with any project risk management strategy, the successful project manager should proactively identify risks and develop plans to mitigate them. Virtual teams also create opportunities. The exciting development of new virtual technologies enables project teams to do things today they could not have done in the recent past. The project manager should embrace these opportunities and work with the project team to develop new and creative ways to take advantage of new opportunities.

Learning Objectives

• Understand why virtual teams create risk, as well as opportunities
• Describe risks associated when working with virtual teams
• Discuss areas of improvement project managers can use when working with virtual teams
• Discuss how communication with stakeholders differs from virtual to in-person, as well as is one more effective than another

Chapter 9 – Managing Difficult Stakeholders

Overview:

It is not unusual for project managers to run into difficult stakeholders who do not support their project. Projects create change, and change creates challenges. The project managers attitude in dealing with these challenges signal to the rest of the project team confidence and controlor frustration and even fear. The effective project manager displays confidence and control and ensures the project stays on track despite any adverse conditions that may come up. The project manager should determine if the difficult stakeholders support is required for the project to move forward. If the stakeholders support is not required, then then project manager can spend less time working on those issues. If the stakeholders support is required for project success, however, the project manager must find a path to agreement. The project manager should work diligently to understand the root cause(s) of the conflict and then see it from the perspective of the difficult stakeholder. The project manager should engage the executive sponsor, if possible, to develop a plan of action. Then the project manager should work with the executive sponsor to execute and monitor the plan of action.

Learning Objectives

• Understand the need for managing difficult stakeholders
• Discuss how a project manager should work with a difficult stakeholder
• Discuss if a project can proceed without an executive sponsor

Supplementary Readings:

Youve been hired as a workforce analyst for a growing global organization that runs dozens of cross-functional projects in IT, Construction, Marketing, and Product Development. Leadership has requested a comprehensive dashboard to analyze workforce trends across project departments using a newly consolidated dataset of 1,500 employees.

Your task is to use Excel to build an interactive workforce dashboard that offers insights into staffing trends, workforce composition, compensation, and attrition across different business units and project categories.

Dataset Provided

Youve been given a dataset named Project_Management_Workforce_Data.xlsx, containing employee records with the following variables:

Variable	Description
First Name	Employees first name
Last Name	Employees last name
Gender	Gender identity of the employee (Male, Female, Non-binary)
Age	Age of the employee
Department	Type of project department (e.g., IT Projects, Construction Projects, etc.)
Job Title	Specific role in the project team (e.g., Scrum Master, Field Engineer)
Business Sub-category	Nature of the projects (e.g., Digital Transformation, Infrastructure)
Hire Date	Date the employee was hired (YYYY-MM-DD)
Exit Date	Date the employee left the organization (blank if still employed)
Salary	Annual compensation in USD
Years of Experience	Years of professional experience
Employment Type	Full-Time, Part-Time, or Contract

Dashboard Requirements

Using Excel create an interactive workforce dashboard that include the following visual elements: The dashboard should be modeled after the example dashboard shown in the provided video.

Summary Cards

• Total Employees
• Active Employees (no Exit Date)
• Inactive Employees (with Exit Date)
• Active Employee Percentage

Top 10 Highest Paid Employees

• Use a horizontal bar chart showing name and salary

Age Distribution by Gender

• Side-by-side horizontal bars for male vs female age bands

Employee Count by Department

• Use a pie chart or donut chart

Average Years of Experience by Job Title and Gender

• Bar chart with grouped bars for male and female employees

Exit Count by Age Group and Gender

• Clustered bar chart grouped by age ranges

Exit Count by Gender and Department

• Line or column chart

Filters (Slicers) to Include

Make your dashboard interactive by adding slicers for:

• Department
• Business Sub-category
• Gender
• Employment Type

Deliverable:

You are required to submit the following:

Excel File (.xlsx) with your dashboard fully built

1520 minute video presentation (.mp4 or shareable link), which should cover:

• A brief intro to the dataset and organizational context
• Step-by-step walkthrough of how you designed the dashboard
• Rationale for each visualization
• Demonstration of how the slicers/filters work
• Final summary of insights and value for decision-makers

Principal of managment are statemt of universal truth which. Provide firection to the decision and activities of managment

Managment is what is manager does