-Action-plan-for-discovery-skills

Write an action plan for developing your discovery skills. Reference Appendix C of The Innovator’s DNA. As you work through the five steps be sure to include specifics and time lines. Include an ethical issue that may impact this process and identify an ethical framework from our Covey text or another source that you think would be valuable in evaluating how to handle it. How can the framework be helpful and what are its weaknesses in this your situation. Finally, include one example of how you will help develop discovery skills in the next generation. This paper should be approximately 4-6 pages in length. Use correct APA format, including a cover page, in-text citations, and a reference page. You may write this paper in the first person. Submit this assignment to Blackboard Assignments. The following rubric will be used in grading this assignment.

 
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250-words-2-references-apa-style

In your experience, do you think this case depicts the true characteristics of each generation in the workplace? Share an experience about yourself or someone else that relates to this topic and case.

Report Reaffirms Generational Tendencies at Work

For the first time in history, many workplaces are experiencing up to five generations working together, creating situations that present opportunities and challenges for HR professionals.

In a report released in December 2016, “Top 10 Ethics & Compliance Predictions and Recommendations for 2017,” Navex Global, a Portland, Ore.-based provider of ethics and compliance solutions, formulated suggestions based on input from about 12,500 client organizations.

Today’s workplaces are populated with workers ranging from age 14 to 80-plus. Here’s how employers can foster an understanding of the traits and concerns common to each generational group—being mindful that not every worker can be neatly pegged by generational descriptions—to create a dynamic, thriving workplace.

Workplace Demographics

Millennials (see the chart below) are the largest segment of the workforce, making up about 25 percent, Navex said. The number of Millennials in the workforce surpassed the number of Baby Boomers in 2014 and Generation Xers in 2015.

Members of the Silent Generation still play a role in the workplace and make up about 3 percent of the global workforce.

The youngest generation, Nexters, make up 3 percent of the global workforce, Navex said.

Generation

Years of Birth

Silent Generation

1900 to 1945

Baby Boomers

1946 to 1964

Generation X

1965 to 1980

Millennials

1981 to 2000

Nexters

2000 to present

Navex predicts that, by 2020, Millennials will make up 50 percent of the worldwide workforce, and Nexters will make up 20 percent of the global workforce.

What Are the Different Generations Like?

Navex identified traits common to each generation.

The oldest group, the Silent Generation, places great importance on duty and loyalty. This is the generation most apt to spend an entire career at one company. While they might struggle with technology, they are the most engaged employees and like teamwork, according to the report

The next group, Baby Boomers, see their self-worth tied to career and are seen by others as “workaholics” driven by material acquisitions and titles. Their optimistic outlook has helped them to embrace technology, even though person-to-person communication is their preference. They are team-oriented.

Generation Xers include the first “latchkey kids,” Navex said. This experience contributes to their independence: They would rather work alone. They seek feedback only when they need it and are adaptable, motivated by a need for security and comfortable with technology.

Generation Xers could be an important indicator of future workplace trends and concerns. Sonya Rosenberg, an employment law attorney with the Chicago-based law firm Neal Gerber & Eisenberg, said because Generation Xers are leading the younger generation of workers, leadership trends in the workplace are focusing around their concerns.

Millennials are technology experts, being the first generation to grow up using the Internet. Navex said in the report that “they are typically confident (and sometimes overconfident) due to highly involved, affirming parents.” Because their childhoods were often “overscheduled,” they are comfortable with multitasking, Navex said.

Millennials expect lots of feedback and rewards in the workplace. Work/life balance is more important to them than salary. Millennials want to do work that improves society, putting emphasis on corporate social responsibility, sustainability and diversity.

The youngest group, Nexters are “digital natives and, though time will tell, at this early stage they seem to have shorter attention spans and limited interpersonal skills,” Navex said in the report. As a group, they are creative, especially with respect to technology.

Nexters are not primarily motivated by money but instead by a flexible lifestyle, Navex said. Like Millennials, they have strong commitments to social responsibility. Interestingly, though immersed in technology, they prefer face-to-face communications, Navex said. They enjoy working in structured, small teams.

Having a baseline knowledge of the generalities presented by the different generations is helpful, said Donatella Verrico, chief human resources officer at New York law firm Lowenstein Sandler. But, she cautioned, don’t automatically assume that each worker fits into a generational category. Verrico suggested that HR professionals use knowledge of the characteristics ascribed to each generation “to meet each worker halfway.”

In addition to having knowledge of the traits often presented by each generation, it is important for HR professionals to understand how to help the generations work together so as to create a cohesive multigenerational workforce.

Focus on Strengths

Look for ways to combine the strengths of each generation to develop teams, said Mary Bennett, vice president of Navex Global’s Advisory Services.

In spite of the stereotype about younger generations being unwilling to connect in-person, Generation Xers like to work in teams and Nexters like face-to-face contact, Bennett said. A surprise finding: All of the generations report loving teamwork, Bennett said.

Boomers can work with younger people on project management and interpersonal skills. And the older generations can learn about technology from the younger generations, she noted.

Connecting newer workers with mentors from the experienced generations can increase engagement and retention of employees in all groups, according to Bennett.

Feedback and Flexible Work Environments

The generations have different expectations for feedback and different motivators for engagement and retention, Navex said. For example, the two younger generations expect lots of feedback. Bennett said younger workers are used to getting that kind of direction as they had “a lot of parenting.”

Verrico agreed. “They are used to being coached and handheld,” she said.

Flexible work environments also are important to younger workers, Bennett said. They want to be able to work from home, take an afternoon off and then work a little extra at some other time. Younger workers say they will leave a job that pays well for an opportunity that offers greater flexibility, she noted.

 
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Short-essay-on-Pablo-Neruda-s-work

What was Pablo Neruda’s most notable work? Which one do you prefer? Explain your answers in 300-500 words.

 
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opinion-paper-external-trends

Using the information in the text analyze the current trends in the external environment associated with Health Care. Taking advantage of them requires risk and vision.

Choose a trend in the external environment today and tell what type of business you would get in to in order to take advantage of this trend. How would you market it?

Paper length is between 3 pages in length.

 
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the-primary-motivation-for-european-powers-and-others-to-engage-in-imperialism-in-the-19th-century

Defend or Refute ONE (and only one) of the following prompts, making sure to offer a nuanced (two- or more-sided) perspective on the issue, with relevant historical examples deployed to support your assertions:

1. The Industrial Revolution’s primary effect was the economic boom and general increase of wealth created by the automation of labor.

2. The primary motivation for European powers (and others) to engage in imperialism in the 19th century was nationalistic pride.

3. World War I was Gavrilo Princip’s fault.

 
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case-analysis-42

Case: “Governing the House of the Mouse”

Answer the questions below and Papers are to be no more than three pages in length, single spaced with one inch margins all around and 12 point Times New Roman font. Do not!!!

write
as question and answer following. Should be as a paper.

  1. How have the external environments impacted Disney’s performance over the years? How did the internal organization and culture at Disney influence its performance?
  2. How would you evaluate the effectiveness of the Board of Directors at Disney? Explain your answer.
  3. Evaluate the executive compensation policy used by Disney as a governance mechanism. Has it incentivized the executives to maximize shareholder value? Has there been any risk of using stock options or awards?
 
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anxiety-3-1

Consider the following case scenarios:

  • Karen is in her first year of seminary. Prior to joining the seminary, she was a teacher in a small catholic high school. She loves to work with the groups of people she knows in class; but she is always concerned about whether she is doing a good job and whether her peers see her as doing a good job. When she is studying, she gets up and rings her hands, her palms sweat, and she finds that her heart is racing. She spends endless hours studying to make sure she gets things right. With class projects, she begins to feel overwhelmed and sick to her stomach when she has to stand up in front of other people. As she prepares herself to do her presentation the day before, she is either awake till late in night or if she goes to bed, she has problem in sleeping.
  • Joann is a 73-year-old, retired architect who recently went to Japan. While in Japan she fell and broke her femur bone and knee cap. She spent eight weeks in the hospital recovering. She traveled back to the United States and the pins came out of her knee, which meant she had to have more surgery when she returned. She spent six months in physical therapy and seemed to recover nicely. However, in the past few months she has stopped sleeping well, experiences ruminating thoughts about the accident and repeatedly checks to see if her leg works. She also refuses to leave home because she is afraid of falling.

On the basis of your understanding of the above scenarios, answer the following:

  • Name and describe the symptoms of the difficulties experienced by each of these women.
  • Provide a tentative diagnosis based on the limited information you have in the case. Provide a strong rationale. Make sure you incorporate the diagnostic criteria you use to make your judgment.

Find two articles in the South University Online Library about the treatments available for the disorders described above and answer the following:

  • Summarize the techniques and compare them to the treatments that are outlined in your textbook for these disorders.
  • Which of the treatments you learned about would be most useful for each of these women. Why?
 
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How-to-Use-Bowline-Knot-to-Save-Lives

look at the picture, use all parts to write a training plan, training plan means like how to diving,how to study english, how to driving, how to swiming, how to tie to tie…….everthing is okay, interesting and simple topic is best !

2-3 pages

 
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evaluating-a-business-risk-on-starbucks

FIN-317 Financial Management

Week 5 – Evaluate Business Risk

  • Evaluate the business risk and any debt/equity decisions recently made for Starbucks.
  • Identify at least three business risks your company may face in the next year.
    • Do the financial statements address these risks?
    • How have the recent market changes affected your company?
  • Document your findings in a paper of approximately 500 words.
    • Cite at least two reference sources, one of which should include the company’s 10-K Report

  • Some areas I found on risk is:· Global competition· Commodity priceso Vulnerable to coffee beans, sugar, milk, and otherso Derivate contact as a hedge· Changing dynamics in retail market· Underperformance in emerging markets· Starbucks coffee China and Asia Pacific (CAP)o China and India markets
 
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