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Use financial statements in order to evaluate the efficiency and effectiveness of an organization.

The following programmatic competencies:

3.1: Use financial statements in order to evaluate the efficiency and effectiveness of an organization.

5.3: Evaluate budgeting and accounting reports to determine the financial strength of an organization or financial proposal.

The purpose of this assignment is to analyze an annual SEC report in order to evaluate the financial strength, efficiency, and effectiveness of an organization. Visit the Company Filings search page of the U.S. Securities and Exchange Commission’s EDGAR database website (SEC.gov), located in the Topic Materials. Search publicly traded companies and choose one to use for this project. Submit your selected company to the instructor for approval. Locate the company’s most recent annual report (10K) and download it.

Read and analyze the “Management Discussions and Analysis of Financial Condition and Results of Operations” and “Financial Statements and Supplementary Data” sections of your selected company’s annual report. Based on the information found, calculate the relevant ratios and write a 500-750 word analysis providing an assessment of the following with a determination of whether your company of choice is favorable or unfavorable:

  1. Liquidity
  2. Effectiveness
  3. Leverage
  4. Profitability

Conclude with an evaluation of the overall financial strength, efficiency, and effectiveness of the organization based on your findings. 

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theatrical production you have seen live this quarter.

  1. Write a 500+ word review of a theatrical production you have seen live this quarter.
  2. Papers will be double-spaced and follow MLA formatting.
  3. Discuss how themes in the show are reflected in one or more of the following elements:  
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Conflict drives the plot of any narrative.

Directions:  Choose two topics to write about. Each essay should be at least 2 pages and follow MLA format.   Note: Avoid mere plot summary.    (25 points each)

  1. Conflict drives the plot of any narrative. Choose any narrative we have read this semester – summarize the plot, identify the conflict, discuss how the conflict is resolved, and what meaning can be drawn by its resolution.
  2. Discuss the difference between the Enlightenment (Age of Reason) and the Romantic Movement. As part of your discussion use examples from the narratives we have read in class.
  3. We read many contemporary short stories and one novel (Heart of Darkness). Choose one and discuss how it embodies the themes and ideas of the Modern or Postmodern periods.
  4. Choose any work from the second half of the semester (Candide, Rime of the Ancient Mariner, Song of Myself, Hedda Gabler, or Heart of Darkness and write an essay in which you present arguments for or against the work’s relevance for a person in 2019.
  5. Hedda Gabler received mixed reviews when it was first staged in 1891. George Bernard Shaw praised the actress who played Hedda. He said, “You were sympathetically unsympathetic, which was the exact solution of the central difficulty of playing Hedda.” In your essay, examine the character of Hedda. Using support from the play, discuss how she arouses both sympathy and scorn? Which does she deserve most?
  6. Summarize the different philosophical perspectives put forth in Discuss Pangloss, Jacques (the Anabaptist), Martin, the old woman, the farmer, the dervish. With which character do you most agree?

  7. Read the poem “The Darkling Thrush” by Thomas Hardy
    1. Paraphrase each stanza.
    2. Discuss what you know about the speaker
    3. Identify the imagery and discuss how it relates to the theme.
    4. Discuss the meaning of the poem.
    5. Explain why this is a good example of Romanticism
    6. Assignment status: Solved by our Writing Team at PrimeWritersBay.com
    7. CLICK HERE TO ORDER THIS PAPER AT PrimeWritersBay.com
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Explain the key features of commercial loans

Assessment Task 1: Written Questions
Task summary
This is an open book test, to be completed in the classroom.
A time limit of 1.5 hours to answer the questions is provided.
You need to answer all of the written questions correctly.
Your answers must be word processed and sent to the assessor as an email attachment.
Required
• Access to textbooks/other learning materials
• Computer and Microsoft Office
• Access to the internet
Timing
Your assessor will advise you of the due date of this assessment.
Submit
• Answers to all questions
Assessment criteria
All questions must be answered correctly in order for you to be assessed as having completed the task satisfactorily.
Re-submission opportunities
You will be provided feedback on their performance by the Assessor. The feedback will indicate if you have satisfactorily addressed the requirements of each part of this task.
If any parts of the task are not satisfactorily completed, the assessor will explain why, and provide you written feedback along with guidance on what you must undertake to demonstrate satisfactory performance. Re-assessment attempt(s) will be arranged at a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel that you have been dealt with unfairly or have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do not understand any part of this task or if you have any learning issues or needs that may hinder you when attempting any part of the assessment.
Written answer question guidance
The following written questions use a range of “instructional words” such as “identify” or “explain”, which tell you how you should answer the question. Use the definitions below to assist you to provide the type of response expected.
Note that the following guidance is the minimum level of response required.
Analyse – when a question asks you to analyse something, you should do so in in detail, and identify important points and key features. Generally, you are expected to write a response one or two paragraphs long.
Compare – when a question asks you to compare something, you will need to show how two or more things are similar, ensuring that you also indicate the relevance of the consequences. Generally, you are expected to write a response one or two paragraphs long.
Contrast – when a question asks you to contrast something, you will need to show how two or more things are different, ensuring you indicate the relevance or the consequences. Generally, you are expected to write a response one or two paragraphs long.
Discuss – when a question asks you to discuss something, you are required to point out important issues or features and express some form of critical judgement. Generally, you are expected to write a response one or two paragraphs long.
Describe – when a question asks you to describe something, you should state the most noticeable qualities or features. Generally, you are expected to write a response two or three sentences long.
Evaluate – when a question asks you to evaluate something, you should do so putting forward arguments for and against something. Generally, you are expected to write a response one or two paragraphs long.
Examine – when a question asks you to examine something, this is similar to “analyse”, where you should provide a detailed response with key points and features and provide critical analysis. Generally, you are expected to write a response one or two paragraphs long.
Explain – when a question asks you to explain something, you should make clear how or why something happened or the way it is. Generally, you are expected to write a response two or three sentences long.
Identify – when a question asks you to identify something, this means that you are asked to briefly describe the required information. Generally, you are expected to write a response two or three sentences long.
List – when a question asks you to list something, this means that you are asked to briefly state information in a list format.
Outline – when a question asks you to outline something, this means giving only the main points, Generally, you are expected to write a response a few sentences long.
Summarise – when a question asks you to summarise something, this means (like “outline”) only giving the main points. Generally, you are expected to write a response a few sentences long.
Assessment Task 1 Instructions
Provide answers to all of the questions below:
1. Explain the key features of commercial loans.
2. Explain the key features of chattel leases
3. What rights are given by The Native Title Act 1993 to Indigenous Australians who hold native title rights or who have made a native title claim?
4. Identify and explain the key features of heritage issues in mortgage broking.
5. Identify and explain the key features of loans for contaminated sites or properties near noxious industries
6. Explain the implications of borrowing against leased premises.
7. Explain the implications of clients using multiple securities of differing kinds
8. Explain the implications of clients borrowing against rural land
9. Explain the implications of specialised securities such as hotels
10. Identify the forms of security to be taken for the assignment of rental income to the lender
11. Identify the forms of security to be taken for joint and several personal or related company guarantees
12. Identify forms of security to be taken for multiple mortgages
13. Identify forms of security to be taken for registered company charges
14. Identify forms of security to be taken for second mortgages
15. Identify forms of security to be taken for the involvement of unit or family trusts as either borrowers or guarantors
16. Discuss the document requirements for disclaimers
17. Discuss the document requirements for disclosures
18. Discuss the document requirements for insurance policies
19. If a client comes to a mortgage broker with a prospectus to borrow money to invest, what should the broker’s response be?
20. For what is a Receipt of Deposit receipt required?
21. Give three important features of written advice given to a client by a mortgage broker
22. Outline the key features of relevant legislation including state and territory legislation, charges and taxes
23. Discuss time management techniques and tools to support implementation process.

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The Australian College of Business Intelligence does not invite reliance upon, nor accept responsibility for, the information it provides.

Assessment Guide:
BSBWRK520 Manage employee relations

Copyright 2019
? Australian College of Business Intelligence
All rights reserved
Version: 19.0
Date Modified: September 2019
No part of this publication may be reproduced, stored in a retrieval system or transmitted in any form or by any means, electronic, mechanical, photocopying, recording or otherwise without the prior written permission of Australian College of Business Intelligence.
Disclaimer:
The Australian College of Business Intelligence does not invite reliance upon, nor accept responsibility for, the information it provides. The Australian College of Business Intelligence makes every effort to provide a high-quality service. However, neither the Australian College of Business Intelligence, nor the providers of data, gives any guarantees, undertakings or warranties concerning the accuracy, completeness or up-to-date nature of the information provided. Users should confirm information from another source if it is of sufficient importance for them to do so.

Contents
1. Assessment Information 4
A. Purpose of assessment 4
B. What you are required to do 4
C. Competencies being assessed 4
D. Important resources for completing this assessment 5
E. A note on plagiarism and referencing 6
F. A note on questions with role plays 6
G. Instructions for completing this assessment 6
2. Assessment Coversheet 8
3. Assessment Questions 9
A. Task A – Manage conflict 9
B. Task B – Develop employee and industrial relations policies 14
C. Task C – Implement employee relations policies and plans 20
4. Student Self Checklist 26

1. Assessment Information
A. Purpose of assessment
This assessment will develop your skills and knowledge required to manage employee and industrial relations matters in an organisation. It involves developing and implementing employee and industrial relations policies and plans and managing conflict resolution negotiations.
B. What you are required to do
For this assessment, you are required to complete 4 tasks:
• Task A – Manage Conflict
• Task B – Develop employee and industrial relations policies and plans
• Task C – Implement employee relations policies and plans
All tasks of this assessment require you to use the provided case study information relating to the fictional company Bounce Fitness.
C. Competencies being assessed
Elements
To achieve competency in this unit you must demonstrate your ability to:
1. Develop employee and industrial relations policies and plans
2. Implement employee relations policies and plans
3. Manage negotiations to resolve conflict
Performance Evidence
Evidence of the ability to:
• Analyse organisational documentation to determine long-term employee relations objectives and current employee relations performance
• Collaborate with others to develop and review industrial relations policies and plans
• Develop implementation and contingency plans for industrial relations policies
• Identify the skills and knowledge needed to implement the plan and organise training and development for self and staff
• Document and communicate strategies and procedures for eliminating and dealing with grievances and disputes
• Train others in conflict-resolution techniques
• Manage industrial relations conflicts, including advocating the organisation’s position during negotiations and documenting, implementing and following up agreements
Knowledge Evidence
To complete the unit requirements safely and effectively, the Candidate must be able to demonstrate knowledge of the following:
• Key features of relevant industrial relations legislation or regulations
• Key features of enterprise and workplace bargaining processes
• Key features of relevant entities in the current Australian industrial relations system, including courts and tribunals, trade unions and employer bodies
• Key sources of expert industrial relations advice
• Key features of relevant organisational policies and procedures
• Key features of organisational objectives
For further information on the competencies of this unit, please refer to: https://training.gov.au/Training/Details/BSBWRK520
D. Important resources for completing this assessment
To complete this assessment, please refer to the following resources provided on Moodle:
• BSBWRK520 Manage employee relations learner guide
• BSBWRK520 Observation checklist
• BSBWRK520 Marking Guide
• BSBWRK520 Case study folder
• BSBWRK520 Legislation, regulation, codes and standards folder
• Additional student assessment information
E. A note on plagiarism and referencing
Plagiarism is a form of theft where the work, ideas, inventions etc. of other people are presented as your own.
When quoting or paraphrasing from a source such as the Internet, the source must be recognised. If you are quoting a source, make sure to acknowledge this by including “quotation marks” around the relevant words/sentences or ideas. Note the source at the point at which it is included within your assessment, such as by using a citation. Then list the full details of the source in a ‘references’ section at the end of your assessment.
All sources used for your assessment should be detailed in a ‘references’ section. It is advisable to never copy another person’s work.
F. A note on questions with role plays
The following questions involve role plays:
• Task A, Question A3
• Task B, Question B4
• Task C, Question C6
For these questions, as outlined below, you will be assessed on your ability to role play being a Human Resources (HR) Manager at OzMarket Consulting. These questions require you to manage meetings and take notes on what is discussed.
Your Trainer & Assessor will observe your meeting for Task A, Question A3.
Please note: You will also need to attend separate meetings organised by other students whereby they role play being other people. This allows other students to role play being the HR Manager. You do not need to take notes at meetings during which you are not role playing being the HR Manager.
G. Instructions for completing this assessment
Answer the questions below using the spaces provided:
• Answer all parts of each question
• Use your own words and give examples wherever possible
• The quality of your answer is more important than how long it is
• Enter your answers in this document
You may use various sources of information to inform your answers, including your resources provided by ACBI, books, and online sources. You must acknowledge and cite your sources.
Submission via Moodle
Please refer to the “Instructions for Submitting Your Assessment” found within the unit course page on Moodle.
NOTE: Please take care to follow all instructions listed. Assessments uploaded with a draft status on Moodle may not be graded.

2. Assessment Coversheet
Candidate Name:
Student ID:
Contact Number:
Email:
Trainer / Assessor Name:
Qualification: BSB50618 Diploma of Human Resources Management
Units of Competency: BSBWRK520 Manage employee relations
Assessment Tasks: ? A. Manage conflict
? B. Develop employee and industrial relations policies and plans
? C. Implement employee relations policies and plans
Due Date: Date Submitted:
Declaration: I have read and understood the following information at the beginning of this assessment guide (please tick):
? Assessment information
? Submitting assessments
? Plagiarism and referencing
I declare this assessment is my own work and where the work is of others, I have fully referenced that material.
Name (please print):
Candidate signature:
Date:
3. Assessment Questions
A. Task A – Manage conflict
This task requires you to demonstrate understanding of addressing conflicts and grievances, using a case study involving Raynar Fabrication.
NOTE: To complete this task, you must read and refer to the “BSBWRK520 Case study” document provided on Moodle.
A1. Create a procedure with at least five (5) steps that can be used to address the conflict situation at Raynar Fabrication.
NOTE: You may use standard process mapping notation or step-by-step instructions. Refer to pages 55-56 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 50-100 words.
Write your answer here
A2. Complete the conflict resolution form provided below, with reference to the conflict between Tony, the staff member and the foreman at Raynar.
NOTE: Refer to page 69-74 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 100-150 words.

The incident that led to the grievance: Write your answer here
The parties involved in the conflict: Write your answer here
Documentation to be consulted to provide additional information on the grievance: Write your answer here
The organisation’s position on the conflict: Write your answer here
Ways to eliminate or alleviate the source of the conflict: Write your answer here
The planned negotiation strategy: Write your answer here
The desired negotiation outcomes: Write your answer here
The negotiation timeframes: Write your answer here
Is expert or specialist advice required? Write your answer here
A3.
THE SCENARIO:
Now you have prepared for a conflict resolution meeting, you need to discuss the grievance and negotiate a solution. Set up a meeting with:
• You, acting as the Human Resources Manager at OzMarket Consulting
• Tony, as role played by another student in your unit
NOTE: Your Trainer & Assessor will also observe this meeting.
WHAT YOU NEED TO DO BEFORE YOUR MEETING:
Organise a day and time for your meeting, in line with the availability of other students in your unit as well as your Trainer & Assessor. This meeting should take 5-10 minutes.
You are required to manage the meeting. Prior to the meeting ensure you have read the instructions below on what you’ll be required to do during the meeting and prepare as necessary.
WHAT YOU NEED TO DO DURING YOUR MEETING:
Use the meeting to discuss Tony’s grievance and negotiate a path through the problem:
• Find out as much as you can about the sources of the conflict from Tony’s perspective
• Advocate Raynar’s position in the conflict
• Obtain Tony’s agreement to return to work on suitable duties immediately
Ensure you take note of what you discuss during the meeting.
WHAT YOU NEED TO DO AFTER YOUR MEETING:
1. Record notes of what was discussed during your meeting. Answer in 50-100 words in the space provided below
2. Create a memo addressed to management and the foreman in question outlining the results of the meeting, the agreements made and what they are to do to implement the agreement. Answer in 50-100 words in the space provided below.
Meeting notes
Write your answer here
Memo
Write your answer here
A4. Read the scenario below, then answer the following question.
Not long after your meeting with Tony, he contacts you to say that he has returned to work as per your agreement but that the foreman has assigned him janitorial duties. He says that this work is demeaning and is designed to punish him for making trouble. He says he is willing to work through the situation but that these are hardly suitable duties and that Raynar isn’t keeping up with its side of the agreement.
Describe how you will respond in this situation, including:
• What remedial action you will take
• Who you will report the non-compliance to and how you will report it
• What recommendations you will give to Raynar on how to handle the situation
NOTE: Refer to page 79 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 100-200 words.
Write your answer here


B. Task B – Develop employee and industrial relations policies
This task requires you to review Raynar Fabrication’s existing industrial relations, then identify opportunities and develop new policies.
The Scenario:
Following Tony reporting the potential hazard, Rayner held discussions on Workplace Health and Safety (WHS). During these WHS discussions Raynar recognised some of their policies and procedures may not meet current legislation, regulations and industry best practice.
Your manager has approached you to be a member of the team that is to undertake research to identify any potential areas for improvements. The team leader, Janice, has asked you to focus on Employee Relations, with a particular focus on policies, plans, procedures and strategies.
PLEASE NOTE: To complete this task, you must also read and refer to the “BSBWRK520 Case study” document provided on Moodle.
B1. Review the information on Raynar Fabrication’s strategic and operational plans. Identify the company’s organisational objectives, then describe its long-term employee relations.
NOTE: Refer to pages 16-17 of the “BSBWRK520 Manage employee relations learner guide” document and pages 7-9 of the “BSBWRK520 Case study” document provided on Moodle to inform your answer. Answer in 50-100 words.
Write your answer here

B2. Analyse Raynar Fabrication’s existing employee relations performance by conducting a SWOT analysis – that is describe:
• Strengths
• Weaknesses
• Opportunities
• Threats
NOTE: Refer to pages 18-20 of the “BSBWRK520 Manage employee relations learner guide” document and page 7 of the “BSBWRK520 Case study” document provided on Moodle to inform your answer. Answer in 40-80 words.

Strengths Weaknesses
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Opportunities Threats
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B3. From the SWOT analysis you conducted in the previous question (Part B, Question 2),, select two or more options Raynar Fabrication has to improve its employee relations. For each option conduct a cost-risk-benefit analysis which outlines:
• Option – describe the opportunity
• Cost – identify costs involved in implementing each option
• Risk – describe the risks involved in implementing each option
• Benefit – describe the possible benefits of each of each option
• F/MF/NF – assess how feasible the idea is:
o Feasible (F),
o Maybe feasible (MF), OR
o Not feasible (NF)
NOTE: Refer to page 32 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 50-100 words.

Option Cost Risk Benefit F MF/NF
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B4.
The scenario
Your SWOT and cost-risk-benefit analysis has been well received both by your team leader and the management team as a whole. As such, you’ve been asked to assist in correcting and updating Raynar Fabrication’s industrial relations policies and plans. Your team consists of three people:
• You, acting as a Human Resources Manager at OzMarket Consulting
• Janice, the team leader
• A HR Coordinator at OzMarket Consulting, as role played by another student in your unit
As a number of policies and plans need to be reviewed, updated or developed, the three of you have decided to start with the policy and plan that is most urgent, the grievance policy. The grievance policy is most urgent because it the current policy has been found to incorrectly refer to leave entitlements, due to an erroneous copy and paste. Raynar Fabrications also has decided they need a grievance policy that reflects its business culture.
Janice has had to take time off work to care for a sick relative so has asked you to attend a meeting with the HR Coordinator to discuss the requirements for the policy, and afterwards send her an email summarising the discussions and suggesting a direction.
Set up a meeting with:
• You, role playing being Human Resources Manager at OzMarket Consulting
• The HR Coordinator, as role played by another student in your unit
Prior to the meeting, undertake some research into grievance policies to:
• Identify three (3) different styles of grievance policy (based on different industries). Different styles may include language, style, format or other factors
• Determine the most appropriate style for your industry
• Identify any legal requirements for grievance policies
Use the meeting to collaborate on developing the grievance policy. Discuss and reach an agreement as to what should be included in the grievance policy, the style of the grievance policy and the format of the grievance policy.
After the meeting, prepare a summary that could be emailed to Janice outlining:
• What was discussed during the meeting
• What should be included in the grievance policy
• The recommended style and format for the grievance policy
NOTE: Refer to pages 33-34 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 50-100 words.
Write your answer here

B5. Janice agrees with your recommendations for the Rayner Fabrication grievance policy. Develop the policy and document it below.
NOTE: Refer to page 16 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 50-100 words.
Write your answer here


C. Task C – Implement employee relations policies and plans
This task requires you to develop an implementation plan, train staff and review policies in relation to employee relations.
PLEASE NOTE: To complete this task, refer to the “BSBWRK520 Case study” document provided on Moodle.
C1. The policy you developed in Task B, Question 5 has been approved. Develop an implementation plan for the new Raynar grievance policy. Ensure your plan includes at least four actions.
NOTE: Answer using the table provided below. Refer to page 43-46 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 50-100 words.
Action required Responsibility Timeline Strategies/tactics Resources/budget
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C2. Develop contingency plans for implementing the new Raynar grievance policy.
NOTE: Answer using the table below. Refer to page 47-50 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 50-100 words.

Risk Impact Likelihood Contingency action(s)
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C3. Outline the skills and knowledge needed by Raynar’s management and employees to effectively implement the grievance policy and its related contingency plans.
NOTE: Refer to page 36-39 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 40-80 words.
Write your answer here

C4. You now need to prepare an email to managers and supervisors at Raynar about the new grievance policy and plan. Ensure your email:
• Explain the reasons why the grievance policy is being implemented and what it means to managers and supervisors in their role at Raynar
• Assure the managers and supervisors that their input is valuable, and give them the opportunity to provide comments and feedback
• Uses positive language while making it clear that following the new grievance policy is part of Raynar’s obligations under WHS legislation and that it will help people in their roles.
NOTE: Refer to pages 51-52 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 40-80 words.
Write your answer here

C5. Prepare copy (written text) for a fact sheet that you will use as handout during training to explain the importance of good employee relations. Ensure the fact sheet copy outlines:
• Key features of industrial relations legislation and regulations relating to Raynar Fabrications
• Key features of enterprise and workplace bargaining processes
• Key features of relevant entities within the industrial relations system, including courts, tribunals, trade unions and employer bodies and how they work together
• Key sources of expert industrial relations advice
• Key features of relevant organisational policies and procedures
• An outline of the process to be used for addressing grievances and conflict under the new grievance policy
NOTE: Refer to pages 25-31, 66-67, 81-84 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 100-200 words.
Write your answer here

C6. You now need to train staff at Raynar Fabrications on conflict management techniques. Set up a meeting with:
• You, acting as a HR Manager at OzMarket Consulting
• A relevant staff member at Raynar Fabrications, as role played by another student in your unit.
Use the meeting to:
• Give a description of conflict management
• Explain why conflict management is necessary
• Provide training in two conflict management techniques
• Seek feedback on the new grievance policy to determine if its meeting its intended outcomes
After the meeting, record notes on how your training went. Also record the feedback received and assess if the new employee relations policy is meeting its intended outcomes.
NOTE: Refer to pages 25-31, 66-67, 81-84 of the “BSBWRK520 Manage employee relations learner guide” document provided on Moodle to inform your answer. Answer in 50-100 words.
Meeting notes:
Write your answer here

4. Student Self Checklist
A. Student Self Checklist for Tasks A – C
Candidate name:
Unit of Competency: BSBWRK520 Manage employee relations
Instructions:
Place a tick ‘? ’ in the Yes (“Y”) column for each question you have completed all parts for.
Task A – Manage Conflict
Did you: Y
?
A1: Create a procedure with at least five (5) steps for resolving the conflict situation at Raynar Fabrication?
A2: Complete the provided conflict resolution form, with reference to the conflict between Tony, the staff member and the foreman at Raynar?
A3: Set up a meeting with:
• You, acting as the Human Resources Manager at OzMarket Consulting?
• Tony, as role played by another student in your unit?
Use the meeting to discuss Tony’s grievance and negotiate a path through the problem:
• Find out as much as you can about the sources of the conflict from Tony’s perspective?
• Advocate Raynar’s position in the conflict?
• Obtain Tony’s agreement to return to work on suitable duties immediately?
After the meeting:
1. Record notes of what was discussed during the meeting?
2. Create a memo addressed to management and the foreman in question outlining the results of the meeting, the agreements made and what they are to do to implement the agreement?
A4: Read the scenario provided in the question? Describe how you will respond in this scenario, including:
• What remedial action you will take?
• Who you will report the non-compliance to and how you will report it?
• What recommendations you will give to Raynar on how to handle the situation?
Task B – Develop employee and industrial relations policies and plans
Did you: Y
?
B1: Review the information on Raynar Fabrication’s strategic and operational plans? Identify the company’s organisational objectives, then describe its long-term employee relations?
B2: Analyse Raynar Fabrication’s existing employee relations performance by conducting a SWOT analysis?
B3: From the SWOT analysis you conducted in the previous question (Part B, Question 2), select two or more options Raynar Fabrication has to improve its employee relations? For each option conduct a cost-risk-benefit analysis which outlines:
• Option – describe the opportunity?
• Cost – identify costs involved in implementing each option?
• Risk – describe the risks involved in implementing each option?
• Benefit – describe the possible benefits of each of each option?
• F/MF/NF – assess how feasible the idea is: Feasible (F); Maybe feasible (MF); OR Not feasible (NF)?
B4: Set up a meeting with:
• You, role playing being Human Resources Manager at OzMarket Consulting?
• The HR Coordinator, as role played by another student in your unit?
Use the meeting to:
• Collaborate on developing the grievance policy?
• Discuss and reach an agreement as to what should be included in the grievance policy, the style of the grievance policy and the format of the grievance policy?
After the meeting, prepare a summary that could be emailed to Janice outlining:
• What was discussed during the meeting?
• What should be included in the grievance policy?
• The recommended style and format for the grievance policy?
B5: Develop a greivance policy for Raynar Fabrication?
Task C – Implement employee relations policies and plans
Did you: Y
?
C1: Develop an implementation plan for the new Raynar grievance policy, ensuring your plan includes at least four actions?
C2: Develop contingency plans for implementing the new Raynar grievance policy, using the table provided?
C3: Outline the skills and knowledge needed by Raynar’s management and employees to effectively implement the grievance policy and its related contingency plans?
C4: Prepare an email to managers and supervisors at Raynar about the new grievance policy and plan, ensuring it:
• Explain the reasons why the grievance policy is being implemented and what it means to managers and supervisors in their role at Raynar?
• Assure the managers and supervisors that their input is valuable and give them the opportunity to provide comments and feedback?
• Uses positive language while making it clear that following the new grievance policy is part of Raynar’s obligations under WHS legislation and that it will help people in their roles?
C5: Prepare copy (written text) for a fact sheet that you will use as handout during training to explain the importance of good employee relations? Ensure the fact sheet copy outlines:
• Key features of industrial relations legislation and regulations relating to Raynar Fabrications?
• Key features of enterprise and workplace bargaining processes?
• Key features of relevant entities within the industrial relations system, including courts, tribunals, trade unions and employer bodies and how they work together?
• Key sources of expert industrial relations advice?
• Key features of relevant organisational policies and procedures?
• An outline of the process to be used for addressing grievances and conflict under the new grievance policy?
C6: Set up a meeting with:
• You, acting as a HR Manager at OzMarket Consulting?
• A relevant staff member at Raynar Fabrications, as role played by another student in your unit?
Use the meeting to:
• Give a description of conflict management?
• Explain why conflict management is necessary?
• Provide training in two conflict management techniques?
• Seek feedback on the new grievance policy to determine if its meeting its intended outcomes?
After the meeting, record notes on how your training went? Also record the feedback received and assess if the new employee relations policy is meeting its intended outcomes?

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Writers Solution

You are required to review the case study provided below then conduct and analyse research on change management.

Assessment Task 1: Change management plan
TASK SUMMARY:
There are four parts to this assessment:
? Part A – You are required to review the case study provided below then conduct and analyse research on change management.
? Part B – You are required to develop a change management plan.
? Part C – You are required to submit your change management plan to your assessor.
? Part D – You are required to participate in a change management meeting with the CEO of Sampson Media (their assessor) seeking feedback and approval for your plan.
WHAT DO I NEED IN ORDER TO COMPLETE THIS ASSESSMENT?
? Computer with Microsoft Office or similar program
? Access to the Internet
? Meeting space
? Recruitment, Selection and Induction Policy and Procedure (provided by your assessor)
? Sampson Media Magazine Printing, Circulation and Distribution Policy and Procedure (provided by your assessor)
? Termination Policy and Procedure for Sampson (provided by your assessor).
WHEN DO I DO THIS TASK?
? If you are a class-based student you will do this task in the classroom or as homework – your assessor will advise you as to which is required.
Write in the due date as advised by your assessor: _________________________________________
WHAT DO I NEED TO SUBMIT?
? Part A – You are not required to hand in anything for this part for the assessment
? Part B – You are not required to hand in anything for this part for the assessment
? Part C – You are required to email to your assessor with version 1 of the Change Management Plan
? Part D – You are required to email to your assessor with the updated Change Management Plan
WHAT DO I NEED TO DO IF I GET SOMETHING WRONG?
If your assessor sees that you have not completed all parts of the task satisfactorily, they will talk to you about resubmission. You will only have to re-do the parts of the task that are incorrect; however you will need to resubmit the entire assessment. Your assessor will discuss an appropriate timeframe for resubmission with you when you are provided with the outcome for this task.
CASE STUDY
Samson Media is a publisher of several upmarket fashion magazines. It has strong links with a number of high profile fashion houses whose products are featured in the magazines and also provide a significant source of advertising revenue. Readers of the magazines are predominantly 35 – 54 year old women.
Readership has fallen over the last two years. This is due in the most part to due to competition from a range of other fashion magazines and consumers switching to digital media. Due to the decline in readership, profits have fallen by 20% and there has also been a fall in the share price.
As a consequence, a new CEO, Amir Johnson, has been appointed. Amir was the former Marketing Director for a well-known successful media business that included a national newspaper, magazines and a subscription television channel. The success of this business was based on targeting lower income groups and its publications are focused mainly on sport and celebrity gossip. They were also successful because they were able to undercut its competitors with low prices, enabled by a ruthless approach to achieving high levels of efficiency.
Amir and his team of Managers have developed a Strategic Plan that includes the following objectives.
? Increase return on capital to 8% within 2 years
? Enact a transformational change of the company that will convert all magazines to a digital format only.
? Achieve cost efficiencies through reducing running costs ? Relocate to a smaller office.
It is intended that the new digital magazines will have the following features:
? Focus on health and beauty, fashion and celebrity gossip.
? Some free content but full access available only on a subscription basis.
? Additional features available to subscribers such as video clips, podcasts and discussion Running costs are as follows. All staff are full-time permanent staff and their total salary costs per annum is $3,370,000.00. The cost of running the printing and distribution site, plus staff costs is currently approximately $1,500,000 per annum. The current office rent is $500,000 per annum.
As the General Manager, you have been asked to lead the development and implementation of the change management plan with the first step being to consult with an organisational change expert to discuss issues and strategies for change management for the company.
It is anticipated that while there will be some cost savings in making the change, there will also be costs involved including:
? Redundancies – anticipated cost is $300,000
? Upskilling staff – $100,000
? Consulting with experts – $100,000
? Communication throughout change with key stakeholders – $100,000 ? Office relocation – $50,000 – $80,000.
PART A – RESEARCH AND ANALYSIS
INSTRUCTIONS:
1. Review scenario and conduct research and analysis
a) Review the information in the scenario provided above and analyse the company’s strategic objectives and identify the change needs. Make notes on your analysis for use in your plan as outlined below.
b) Review existing polices/practices at Samson Media against strategic objectives and the need for change and make notes identifying changes needed to use in your report. Identify if the change required due to performance gaps, business opportunities or threats, or management decisions.
c) Conduct research on change management – the issues and practices including barriers that can impact on change and best practice change management strategies. Also research trends in magazine publishing/on-line magazine readership and analyse the impact the impact on Samson Media’s organizational objectives as per the scenario information.
d) Consider major operational change requirements and recommended order of priority.
e) You will need to identify your sources of information to show that you have identified expert guidance on change management so make notes on all the sources of information you identify and use.
f) You are not required to hand in anything for this part for the assessment.
PART B – DEVELOP A CHANGE MANAGEMENT PLAN
INSTRUCTIONS:
1. Using your research and analysis develop a Change Management Plan for Samson Media.
The Change Management Plan must address:
a) An overview of the change management process
b) An overview of the current situation facing Samson Media including:
– Identification of the need for change and an analysis of the situation that has bought about the change (performance gaps, business opportunities or threats, or management decisions)
– A review of existing polices/practices at Samson Media against strategic objectives to identify change requirements.
– An analysis of the external environment relevant to Samson Media and its objectives, including events/trends that impact on strategic objectives, including trends in magazine publishing, as well as trends in on-line magazine readership. Your analysis should reflect a PESTLE analysis approach, reviewing political, economic, social, technology, legal and environmental factors.
c) A list of the potential barriers to the proposed changes and possible strategies to overcome or address them.
d) A detailed explanation of how an organisation can check their readiness for change. This should include examination of how organisational behaviour can impact change.
e) Strategies for embedding change into an organisation
f) Prioritisation of the recommended changes including your reasoning.
Your project plan will only address your first priority change. You may presume detail that is
not included in the case study.
g) The particulars of the change. Ensure the following information is contained in your plan:
? The name of the change/project
? The stakeholder
? Revision History
? Stakeholder approval/endorsement
? Type of change – policy/process/people/system
? Resource requirements
? A Risk Assessment that includes your particular barriers to change. In identifying risks and barriers to change you must demonstrate high level problem solving skills and innovative approaches to risk mitigation
? Cost benefit analysis for your change
? Implementation strategies that includes:
– The Action plan that details the activities, responsibility, resources and timeframe.
– The Communication plan that includes strategies to inform stakeholders of the change. Ensure the strategies you develop are designed to promote the benefits of change to staff and to reduce the likelihood of a negative response/adverse outcomes.
– The Training plan that identifies the training strategy, what training is required, who requires the training, the expected outcome, who will deliver the training, an estimation of the training cost.
? Proposed reporting protocols. What will you report, when and to whom?
? A bibliography that identifies your sources of information. You need to identify your sources of information to show that you have identified expert guidance on change management.
PART C – SUBMIT YOUR CHANGE MANAGEMENT PLAN
INSTRUCTIONS:
1. Submit your Change Management Plan to your assessor via email (as the CEO of Samson Media). Your email must include a brief overview of the purpose of the email and indicate that you are seeking feedback and approval.
Upon review of your plan your assessor will email you the date and time of the meeting to discuss the plan and to provide input and possible approval.
PART D – PARTICIPATE IN CHANGE MANAGEMENT PLAN MEETING
INSTRUCTIONS:
1. Participate in a change management plan meeting. Your assessor will play the role of the CEO and change expert.
? The purpose of this role play meeting is to review your research and your Change Management Plan and to seek feedback and approval for the next phase – the implementation of the plan. You must obtain this input and approval before you commence Assessment Task 2.
? Your assessor will ask you to explain the purpose and importance of a number of the components of your change management plan
? During the meeting, you will be assessed on your effective oral communication and interaction skills.
? Your assessor will provide you with feedback, which you must use in the Change Management Plan and the Communication and Education plan.
2. Following the meeting, update your Change Management Plan ensuring that you complete the revision history and submit your updated plan via email to your assessor (the CEO). Your assessor will provide final approval of your plan.
What do I need to hand in for this task? Have I completed this?
Part A – You are not required to hand in anything for this part for the assessment N/A
Part B – You are not required to hand in anything for this part for the assessment N/A
Part C – Draft of Change Management Plan ?
Part D – Updated Change Management Plan (Version
1) ?

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Writers Solution

NoSQL database management system

For each of the following four cases, select the type of NoSQL database management system that would fit best the needs of each unique situation described below. Be sure to also include an applicable diagram and sample script for each situation.

  1. The database has to support a relatively complex hierarchical internal record structure that may vary for each record.
  2. The key requirement for the database is to access a specific record as quickly as possible without any concern regarding the internal structure of the record.
  3. The data are particularly well suited to be organized as a network of associations between the data items.
  4. It is important that the DBMS provides quick access to each of the records by a key value, but, in addition, it has to also allow easy access to the components of each record.

In order to successfully complete this activity, you’ll need to do some outside research on NoSQL. Pages 322-323 in the textbook discuss NoSQL from a high level. Start there then find outside sources to use to complete this activity. Additionally, I’ve included some text from another book I’ve used in the past for this topic, attached here, for your assistance in completing the activity.

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Writers Solution

ERM and risk and each provided a slightly different risk scenario.

Chapters 26 through 29 present four mini-case studies on ERM and risk and each provided a slightly different risk scenario. The recorded presentations posed a question for each chapter. Please provide an answer to any two of these questions in your discussion thread.

Assignment Requirements:

Create a new thread – no more than 400 words, be clear and concise!

  • For chapter 26:  What might the projected risk portfolio include for Bim Consultants?
  • For chapter 27:  Are the listed HR-related risks the right ones to explore and evaluate in the risk workshop for Nerds Galore and should there be any others?
  • For chapter 28:  Legal counsel will not be participating in the BSC risk management program. Is this a problem and is this typical for companies in this situation?
  • For chapter 29:  Do you think the transformation described in the text will be successful with the current Akawini leadership?

Select at least 2 other students’ threads

  • Post substantive comments on those threads by evaluating the pros and cons of that student’s recommendations.
  • Your comments should extend the conversation started with the thread.
  • “I agree” is not enough.

Please NOTE: These discussions are NOT meant to be research papers but rather somewhat informal dialogue. However, if you paraphrase or directly quote a resource, then cite it properly using APA 6th. 

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Writers Solution

Will Polly have enough campaign donations to perform all activities? Won’t she?

So you’re looking at the exams and seeing a total of six questions! Whoa!

Please remember, this is a graduate exam. All answers should be written to a graduate level. This means that, where it fits, I’m looking for you to 

  1. Address the question
  2. Identify the drivers 
  3. Link those drivers to the case 
  4. Make recommendations

Question 1.

So, looking at the first question, it doesn’t fit – write an honor statement. What does that mean? Well, I’m really only looking for you to write a paragraph or two highlighting how you’re not going to cheat, how this is an original work, etc, etc. It doesn’t need to be a work of Shakespear to get full credit, but you need to let me know that you’re playing by the rules. In the past, some students have given personal antecdotes or short stories about how being a good student, a person of integrity, or following an honor code is important to them; or lessons that they have learned about integrity. In any case, I’m expecting a paragraph.

Question 2.

Looking at the second question, finding assumptions, it’s a little more detailed. 

Each assumption should be reasonable – i.e. make an assumption about something – Will Polly have enough campaign donations to perform all activities? Won’t she? What about her ability to hire and staff workers? What about these workers? What about her ability to appeal to the entirety of her district? Etc. 

Any assumption that is entirely generic (i.e. she doesn’t have unlimited resources) will result in a 3 point deduction (30%) of the response. Assumptions should be linked to the case and linked to the contextual drivers of the case. Not generic. If you’re concerned about her resources, where do these resources come from? How will she aquire them? How do the details of the case impact the assumption?

Furthermore, assumptions should draw back on theoretical models here (5 Forces, Value Chain, SWOT, etc…) to identify different constructs and contexts that may or may not impact subsequent responses. Any assumption that isn’t linked to an appropriate identified construct will result in a 3 point deduction (15%).

Assumptions that link to constructs from models or theories should identify and reference those models and/or theories. Any assumption that isn’t linked to an appropriate reference will result in a 3 point deduction (30%) of the response. 

And each assumption SHOULD be linked to a subsequent question. This is why I’d do these assumptions last. If your assumptions do not link to subsequent questions 5 points (50%) will be deducted. Assumptions should add something to those questions.

Furthermore, assumptions 

Questions 3-5.

These questions are pretty similiar and have a similar format.

First, you need to define the function the question is asking for (management, organization, and technology). Definitions should be from an academic source beyond the text for full credit. I.E. find a definitive, academic, business reference to ground the definition.

If you decide to use the text, 3 points, or 15% of the response will be deducted. Graduate students should go beyond the textbook – especially for a take home exam that is not timed.

If you decide to use a dictionary for the definition, 10 points, or 50% of the response will be deducted. Anyone can use a dictionary. Graduate students are expected to be familiar enough with domain specific literature to NEVER need to use layperson definitions. 

Once defined, each element of the definition should be addressed within the context of the case. Then, those issues that are identified as a critical issue should be grounded in the case. For example, if Management had dimensions of A, B, C, & D I would expect to see each issue addressed, and whichever issues identified as critical identified as such. I.E. tell me it is critical or not.

These dimensions should be grounded in the case. Tell me something from the case that links those ideas to the definition. Failing to link these ideas to elements of the case will result in deductions of up to 10 points. 

Do not provide recommendations here. There is an entire question at the end of the exam for that! If your response provides recommendations here, 10 points (50%) will be deducted for not following directions. Graduate students should follow directions, right?

Question 6.

Here is where recommendations should link to critical issues identified in the management, organizational, and technological questions. All critical issues identified should be addressed. Incomplete identification and recommendations for critical issues may result in up to 10 points (50%) being deducted from the response.

Recommendations need to be actionable. “Hire staff” is not an actionable item. It is more of a suggestion, a general idea. Kind of like “you should go on vacation!” Where? When? How much will it cost? What were the alternatives? Why did you choose this one? 

Instead, think in specific terms that flesh out the response. For example, instead of “Hire staff” the client should “Immediately place ads in the following job sites: Indeed and Zip recruiter. Why? Because these sites have strong presences in the client’s location. What were the alternatives? Why were these chosen? These will be questions that will be expected to be answered. Recommendations that do not ‘flesh out’ responses with the details of alternatives and justifications for the recommendations made may be penalized up to 10 points (50%) for this response. 

All recommendations should be grounded in a reference. As stated below, references should be made in APA format. Not using APA references and formatting will result in 5 points (25%) being deducted from this response.

Finally all recommendations should link back to the case. Recommendations made that do not have clear ties to the case may be penalized up to 10 points (50%) for this response.

Case: Healthy Texan Medical Clinic

The Healthy Texan Medical Clinic in Middleberg, Texas has hired your company to consult on a major upgrade to its information systems used in its clinic. The clinic consists of 22 doctors working in general practice and specialty medicine. The clinic supports over 10,000 patients in the Middleburg area.  The clinic’s last systems upgrade occurred in 2002 and consists of outdated equipment and has limited networking and integration abilities.

The doctors and administration have hired you to study their practice and make recommendations on how they can improve their efficiency and effectiveness.  The main areas of functionality include:

Diagnostic: Doctors want their systems to integrate with medical systems that will help them improve patient diagnosis.  This may include easy access to specialized databases such as PDR (Physician Desk Reference) and other resources specific to their area of study. The doctors must have access to a patient’s complete medical record and they need software to increase their efficiency in charting.  Charting is the process of recording the interaction between the patient and the doctor, as well as recording any diagnosis, recommended treatment, lab work, or referral. 

In addition to internal documentation, the doctors would like easy ways to distribute electronic information to their patients about their diagnosis and recommended treatment plan.  Finally, doctors would like to be more mobile and interactive with their patients instead of tied to the PC in the examination room. The doctors recommend the use of mobile devices to use when moving from exam room to exam room.

Medical Records:  The clinic needs a sophisticated records system that stores a multitude of information about its patients.  In addition to the medical history of a patient, each visit, diagnosis, and treatment must be documented, insurance information must be stored, and payment information must be maintained.  The records system must be secure and meet all requirements of local, state, and federal privacy and security laws. The system must be able to securely transmit medical records to other users outside of the clinic, including other doctors that patients may be referred to, insurance companies, and any other authorized users of the patient’s medical information.  In addition to this, the clinic is interested in implementing a resource for its patients to allow the patient to view information about their medical history, current diagnosis, and instructions for their treatment plan(s).

Because the clinic has moved to digital imaging for many diagnostic tools in imaging (mammograms, CT scans, etc.), patients’ records are dramatically increasing in storage requirements and the system must be able to handle all current patients’ records for some time to come.  In addition to current patient records, the system must also maintain former patient medical records as required by law. 

Scheduling and Billing:  The system must be able to handle the scheduling of all patient appointments with doctors, lab work, and other diagnostic treatment such as imaging and physical therapy.  In addition to scheduling, the system will handle all of the financial transactions of the clinic. This includes, but is not limited to, patient billing, insurance claims, collections, purchasing, and inventory control.  The clinic is interested in improving the efficiency of its business staff and would be interested in systems that could maintain and order supplies automatically and could interact with other systems to decrease the amount of paperwork needed for processing of purchasing and insurance claims.

Additional Processes: The information in the clinic’s database is integral to the clinic’s business as well as the health of its patients.  The clinic needs your company to review current processes and recommend a plan that ensures the quality and safety of its databases.  The clinic’s current backup plan will need to be adapted to the new system installation and the clinic’s disaster recovery plan is out of date and has not been thoroughly reviewed in the past five years. 

Dr. Alex Who, the managing partner of the clinic, will be the contact for the initial stages of this project.  To begin the process, Dr. Who has been working with her internal IT department (7 personnel who mostly maintain workstations and servers) to prepare the clinic for the systems upgrade. On a day to day basis, the IT department reports to the senior managing partner, Dr. Bobby Oops, who founded the clinic. Dr. Who is the newest Managing Partner with the Clinic, and is serving as the contact with the consulting team because of her experience leading a system upgrade at another clinic in 2010.

The IT Director and Assistant IT Director were with the Clinic when the systems were upgraded in 2002. Since the last upgrade, they have been responsible for all maintenance patches and customizations (e.g., they  recently added an Ebola risk flag to the medical records system) to the current systems. Both the Director and Assistant Director understand the need to upgrade the systems at “some point in time”. However, they are both near retirement, and have recommended to Dr. Oops that the system upgrades should be delayed until they retire in 2018. The remaining employees in the IT department have very limited knowledge of the inner workings of the current systems.

Dr. Who has the following questions for members of your consulting team.

  1. Here, you should write a paragraph about how this is an original work; that you have not violated the honor code in any way. Tell me how it is appropriate to trust you, that your instructor is not a sucker for doing so, and how you believe in truth, honor, or some kind of value beyond ‘whatever it takes’…because ‘whatever it takes’ includes a lot of nasty things. (10 points)

INSERT ANSWER HERE

  1. In addition to the information provided in the case, what additional information systems-related “reasonable” assumptions are you making related to Ms. Dogooder’s campaign? Note: “Reasonable” assumptions do not include that the organization has unlimited amounts of resources (e.g., money or personnel). To which specific question or questions (2 through 5 below) does each assumption pertain? Why are you making these assumptions? How do these assumptions add to the subsequent answers? (10 points)

INSERT ANSWER HERE

  1. Define what management means in the context of inforamation systems. Based upon this definition, what are the most critical information systems-related management issues facing Ms. Dogooder’s campaign? Why? (20 points)

INSERT ANSWER HERE

  1. Define what organization means in the context of information systems. Based upon this definition, what are the most critical information systems-related organizational issues facing Ms. Dogooder’s campaign? Why? (20 points)

INSERT ANSWER HERE

  1. Define what technology means in the context of information systems. Based upon this definition, what are the most critical information systems-related technology issues facing Ms. Dogooder’s campaign? Why? (20 points)

INSERT ANSWER HERE

  1. Based on the issues outlined in items 2, 3, and 4, what specific recommendations do you have for Ms. Dogooder to address the most critical information systems related issues? If you identified one or more issues in questions 2-5, what do you think I’m going to expect? Make sure that you identify SPECIFIC, ACTIONABLE items. (20 points)

INSERT ANSWER HERE.

NOTE: Make sure to cite all references used within this section. In addition, provide a complete list of references at the end of this section for all sources that you cite in support of your answers for Part II.  Your citations and references need to follow APA format. 

NOTE: Bold your answer (the contrast makes it easier to read).

NOTE: Be sure to reference “credible” electronic resources to support your responses and cite accordingly. Wikipedia may be used but should not be used without other sufficient supporting resources.

NOTE: Academic dishonesty on any section of the exam will result in automatically failing the entire exam.

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Writers Solution

According to Gramsci, how can we differentiate between intellectuals and non-intellectuals?

Requirements:

1. Be straight forward

Answer the questions in a very straight forward way

Ex. 1. According to Gramsci, how can we differentiate between intellectuals and non-intellectuals? 

Answers: According to Gramsci, we can differentiate them by:……

2. Provide Real life example!

Most Of the questions are answered by notes and key points, and what you need to do is just:

1. Combine these notes and points into a short essay answer style  that no more than 250 words.

There are only 8 questions not answered and you need to write.