NEW ASSIGNMENTS 8
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NewASSIGNMENTS8.docx1. Management Information Systems and Technology. Unit 3. Discussion Board
Please use APA format and always cite your sources. Include conclusion. At least 300 words.
· Define and differentiate between data, information, and knowledge. Discuss how each can contribute to organizational competitive advantage.
· Discuss the role of data and data management solutions in organizational decision making
2. Management Information Systems and Technology. Case study unit 3.
Case Study: Netflix and Disruptive Innovation
Case Study Readings
· Text: Bourgeois, D. T. (2014). Information Systems for Business and Beyond. Saylor.org. Licensed under Creative Commons (CC BY) Attribution.
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· Chapter 4
· Noren, E. (2013). Digital Business Models: Analysis of the Netflix Business Model. Retrieved May 22, 2016, from https://web.archive.org/web/20170407030229/http://www.digitalbusinessmodelguru.com/2013/01/analysis-of-netflix-business-model.html
· Adhikari, V. K., Guo, Y., Hao, F., Varvello, M., Hilt, V., Steiner, M., & Zhang, Z. L. (2012). Unreeling netflix: Understanding and improving multi-cdn movie delivery. In INFOCOM, 2012 Proceedings IEEE (pp. 1620-1628). IEEE. Retrieved May 10, 2016 from http://www.hit.bme.hu/~jakab/edu/litr/CDN/NetFlix12.pdf
· Madrigal, A. C. (2014, January 2). How Netflix Reverse Engineered Hollywood. Retrieved May 22, 2016, from http://www.theatlantic.com/technology/archive/2014/01/how-netflix-reverse-engineered-hollywood/282679/
· Disruptive Innovation. (2012). Retrieved May 22, 2016, from http://www.claytonchristensen.com/key-concepts/
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Respond to the following questions:
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· Netflix was able to gain a competitive advantage over its chief rival Blockbuster. Discuss the Netflix value proposition and how it successfully gained and advantage over Blockbuster.
· Identify and describe some of the technology innovations that Netflix was able to exploit and how these innovations contributed to competitive advantage.
· Netflix is often used as an example of disruptive innovation. Using the LIRC and the internet, research the concept of “disruptive innovation” and then discuss how Netflix fits the model of disruptive innovation. Consider what role technology played in achieving the disruptive innovation that provided Netflix with a competitive advantage.
In the next unit. you will be preparing a paper based on this case study, you will be required to incorporate some of the feedback you receive in this discussion.
3. STRATEGIC DECISION MAKING AND MANAGEMENT. Discussion Board Unit 3.
Please use APA format and always cite your sources. Include conclusion. At least 300 words.
In this question, you will consider how the external environment applies to an organization of your choosing. Using examples in the text or from your own research, define the external environment as it applies to an organization of your choosing. What are the unique aspects of the external environment for this organization? Identify a strategic group the organization may belong to. What are other organizations in that group?
4. STRATEGIC DECISION MAKING AND MANAGEMENT. Written Assignment Unit
After reading the case study “DeBeers’s Diamond Dilemma,” perform a PESTEL and Five Forces analysis for DeBeers. Based on these two tools, evaluate the strategic vulnerability of the organization. If you were DeBeers’s CEO what two actions would you take to reduce the vulnerability?
Submit at least a 3-4- page case analysis, (independent of the title page and reference page) double-spaced in Times New Roman (or its equivalent) font which is no greater than 12 points in size. Paper and all citations should be in APA format.
Read the General Guidelines for Case Studies and the Case Analysis Rubric before beginning this assignment.
5. Human Resource Management. Discussion Board. Unit 3
Please use APA format and always cite your sources. Include conclusion. At least 300 words.
According to Bauer (2004) onboarding systems range and vary from highly structured to a more 'sink or swim' approach. Research shows that formal onboarding significantly increases employee satisfaction and retention, yet many companies lack solid onboarding processes to help the new employee to understand their job and the organizational culture and to become connected to the organization. Onboarding has four distinct levels or building blocks: Compliance, Clarification, Culture, and Connection. The degree to which an organization addresses all four of these is broken into three levels:
1. Passive
2. High Potential
3. Proactive
Bauer, T. (2004)
· Consider the best and worst onboarding experiences you've had and compare them by applying the Onboarding Strategy Levels and how they addressed the four C's.
· Have you ever left a job because of poor onboarding?
· Put yourself in the shoes of an employer who has limited time and financial resources for onboarding, what strategies would you use to effectively onboard your new employees?
6. Human Resource Management. Written Assignment. Unit 3
Good News! Red Lobster is very happy with the job you've done for them in developing a job description for their Restaurant Manager position!
Building on the work you did in Unit 2 with the Red Lobster Case Study, you will now use the job process and job description to design a targeted recruitment strategy to help attract candidates for the Restaurant Management position. Use the resources provided in this unit and/or your own research to create a targeted recruitment process and include the following:
· An overview of the targeted recruitment process you’ve designed for Red Lobster including how and where to advertise the position for maximum exposure.
· Strategies for reaching passive job applicants
· Strategies for reaching a culturally diverse applicant pool
· The text for a print-based job posting (and/or a script for a video or other multimedia recruitment)
· Your recommendations for how to pre-screen candidates to ensure that the people brought in for interviews are the best possible fit
Look for ways to be creative and innovative in order to help the client get the most bang for their recruitment buck.
Submit your paper in about 2-3 pages. Be sure to cite any resources you use to develop your report.
Assessment Criteria
Papers will be assessed on the following:
· The recruitment strategy overview demonstrates a superior understanding of targeted recruitment and of the client's needs and goals
· Strategies for reaching the passive job candidate pool are sound given the needs of the client and show a level of creativity and innovation given the client's challenges
· Strategies for reaching a culturally diverse applicant pool are sound given the needs of the client and show a level of creativity and innovation given the client's challenges
· The proposed advertisement shows a superior understanding of the Restaurant Manager position, as well as the type of candidate the client wants to attract
· Recommendations for pre-screening applicants shows a superior understanding of pre-screening techniques used today and how best to apply those techniques given the client's overall needs and goals.
· Writing quality and clarity
7. HR. Portfolio Unit 3.
Arrange an interview with a senior executive/partner/principal of a firm, preferably a business you are interested in. The manager must have EMPLOYEE supervision responsibilities. Your task in this interview is to identify the interviewee’s orientation and business philosophy toward key human resource management functions. A face-to-face interview is highly recommended, however, a phone interview is acceptable.
The interviewee should not be:
· A family member
· A former supervisor
· A person from your current or past places of employment
PRIOR TO THE INTERVIEW
Develop a list of approx. 10 human resource related questions you will ask that cover recruitment, staffing, staff motivation, employee development, and employee appraisal. (In your priority order). One question must cover the Supervisors viewpoint on the “competitive advantage through people”. I am available to review your questions if you desire feedback.
DELIVERABLE
Prepare a three-page, double-spaced paper that summarizes the responses and your analysis of the interview including:
· What you learned about supervising/managing others? Did you learn anything new? Did the interview clear up any misconceptions you had about HR and HR management?
· What did you agree with and disagree with?
· What was (were) the most memorable part(s) of the interview? Why?
· How did the responses of your interviewee compare to class readings and class discussions this far?
· What was the interviewee's thoughts on the “competitive advantage through people"?
· Summarize the interview and include your thoughts and feelings towards the professional you interviewed. Did you walk away with an overall view of this person's philosophy and values as they relate to HR management?
· Critically reflect on your own perceptions of HR management. What beliefs did you have going into the interview about HR management? Has anything changed for you?
Please write an email or note to the person you interviewed thanking him/her for their time.
Hand in:
· A maximum of three pages, double-spaced
· Include a cover page which indicates clearly the full name of the interviewee, their position title, their organization, address, date, type of interview (face to face or phone)
· Attach the list of your pre-interview questions to the document you submit.
· Attach a photocopy/copy of the Thank You note you sent to your interviewee.
This assignment is on or before the end of Unit 3 and will be reviewed and assessed by the instructor and is confidential.
The assessment will be based on how well you summarized and analyzed the interview and your critical reflection of your own beliefs, biases, and/or conceptions of HR Mangement and how those were affected by the interview.
8. MANAGING PROJECTS AND PROGRAMS. DB Unit 3.
Please use APA format and always cite your sources. Include conclusion. At least 300 words.
Read the article full-text The Art of Creating Accurate Estimates (http://alistapart.com/column/creating-accurate-estimates) and discuss the following topics:
The author suggests that project estimations are frequently biased by optimism and pessimism. He argues that optimism on estimates usually appear when a lack of experience leads us to ignore unknowns and underestimate tasks. On the contrary, negative previous experiences drive us to overestimate schedules. Given what you read, as well as your own experiences, in your opinion, what is worse: over or underestimating? Is there a way to combat the tendency to do these things based on our past, negative experiences or our need to be optimistic about the outcome?
-Among the author’s proposed approaches to mitigate estimations inaccuracies, which one you consider the most effective? Ineffective? Explain why.
