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Risk Management and Human Resource Management Plans

In this assignment, you will document, track and manage the project’s risks and utilization of human resources. The risk management will be accomplished through the use of a Risk Register chart. Using the Risk Register is a way to identify, document, and manage all of the risks associated with a project. The chart details provide an easy way to scan for level of risk, status, potential responses, who is responsible for the risk in addition to the project manager, or other details needed to manage the risk. This is a great way to keep everyone informed when this document is presented at the weekly team meetings and in communication with all stakeholders. Another key tool is called the RACI chart which helps you identify who is responsible, accountable, consulted, or informed for each major project task. The RACI (responsible, accountable, consulted, informed) chart will help manage and track utilization of human resources; this facilitates monitoring and control as well as provides one means of communication. It documents and makes it clear who is responsible for bringing the task to completion, on time, on budget. For this assignment, do the following: Complete the Risk Register and RACI documents for your project. All project risks must be identified and added to your risk register following the example. The RACI chart must provide the responsibility, accountability, consulted, or informed status for each member of the team for all major project tasks following the RACI example.

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global linked list in memory to manage the inventory for the items on-hand within a store

Language (or Software): C++

Create simple store inventory tracking system will use a global linked list in memory to manage the inventory for the items on-hand within a store. Your program must use of the “list” API in the C++sta ndard template library (STL). Your program must keep track of a list of inventory items in a global linked list data structure and must implement at least one class, which will hold the following class variable:
An integer variable to hold the Stock Keep Unit (SKU) number for the item. This must be a randomly generated number that consists of exactly six digits. Duplicate entries are not allowed.
A string variable to hold the name of the item.
An integer variable to hold the number of items in stock.
A double variable to hold the price of an individual item.
A string variable to hold the date that the item was last ordered. The entered date must be in the form mm/dd/yyyy. If the user enters an invalid date format, print an error and re-prompt the user to enter the date in correct format.
Provide the appropriate accessor methods to set and get the data for these class variables. For example getDateLastOrder() and setDateLastOrder(string dateLastOrdered). The main program must provide the following functionality:
1. When the program is first started, it must read a data file called inventory.dat. If the file exists, the program will load the data for each item record into the global inventory linked list data structure.
2. When the program exits, it must save all of the entries within the global linked list into the inventory.dat data file. At this point, if the file does not exist, the program will create it.
3. Provide a simple text-based user interface to allow the user to operate on the inventory linked list. Note that each item record must be placed in a global linked list that holds all of the information for each item in inventory. The program interface will allow the user to do the following:
(a) Enter an item – allows the user to enter all fields except the SKU number field, which
will be automatically generated random six-digit number. After the data fields are entered, the program will place the record in the global linked list.
(b) Search for an item – allows the user to search for an item based on a user provided
SKU number. Display a message if the item is not found in the inventory linked list.
(c) Modify an item – allows the user to modify any of the fields for an item (except for
the SKU number) in the linked list for given record as indicated by the SKU number.
Display a message if the item is not found in the inventory linked list.
(d) Delete an item – allows the user to delete an item from the inventory linked list using
the SKU number as the key. Display a message if the item is not found in the
inventory linked list.
(e) Display inventory – displays all of the items in the linked list. After displaying all of
the items, the program will provide a total cost of the inventory based on the quantity
and price for each item.
(f) Exit program – Saves all of the items in the inventory and then exists the program

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Develop and manage performance-management processes

Adv Dip Community Sector Mgt 2B

  BSBHRM512 Develop and manage performance-management processes

Participant Assessment

Need Help with your Assessment?

Post your query to your fellow participants in the Discussion Forum – Need Help with Your Assessment? Use this forum to post any question about any part of the assessment. Alternatively, post your query to the Facebook Study Group for your course.

Perhaps, you need help answering a particular question or sourcing the information from the resources.

Perhaps, you need some informal feedback on your assessment before you submit it. You can upload your assessment here and ask your fellow participants for a constructive and supportive review.

Perhaps, you can even help another participant and answer their questions. Sharing information is the key to success and remember the only silly question is

the one that remains unasked!!!

Assessment

Assignment Activities

There are 3 parts to this assignment.

Use a word processor to create one document with your responses to all parts.

Part 1 is a Scenario. Read through the scenario carefully. Answer, 250 words. Part 2 is an Activity. Read through the activity carefully. Answer, 250 words. Part 3 is the Project. Read and follow the instructions provided.

Scenario

You are responsible for developing and monitoring KPIs for a staff member who is responsible for recruitment in your unit.

a.   Provide examples of at least four possible key performance indicators (KPIs)

that are specific, measurable and align with business goals.

b.   Explain how you would monitor these KPIs.

c.   How frequently would you meet with the employee regarding the KPIs? Explain

your rationale for this.

d.   find the employee is not meeting their KPIs, describe briefly the steps you would take to deal with the situation?

Activity

a.   Provide a sample learning and development plan for a junior manager whose training needs have been identified by their manager as managing people and delegating effectively.

b.   Part of your suggestion for the manager is to enrol in a Certificate IV in

Leadership and Management which can be undertaken on the job. What process would you use to select the sup plier to satisfy the needs of this manager?

c.   How would you monitor the success rate of the training and notify his/her

supervisor?

d.   The manager has come back to you during his/her training and expresses concern about the training provider in particular the l ack of support being provided. How would you manage this?

Project

Assume you have recently joined a tech company “High Tech Pros” (simulated, not a real business) that has grown rapidly from a small start -up to now employing over 200 staff. Of the 200, 125 are full-time staff and 75 are contractors (who are hired as required). Most are technical officers (analysts, programmers etc.) with 16 being administrative staff looking after accounts, marketing, sales, HR and general administration.

Both the owners and the managers they have employed are highly skilled technically but have little true management experience. The owners have plans to grow by up to 100% over the next 12 months and know they need processes to ensure they manage their staff. They have read about Google’s success in motivating and managing staff and have asked you to complete Parts A  to D below in order to:

        Put a performance management process in place for all staff

     Help their managers transition from being competent technicians into being great managers

Read the following case study about the real company “Google” (no need to google

this, ha ha):

Sourced 13/10/2016 from European CEO magazine, (15/06/2015 ed .): http://www.europeanceo.com/business-and-management/secrets-of-googles- talent-retention-success/

This March, Fortune named Google, already the world’s biggest search engine, the number one employer for the sixth year in a row, making the tech company the ultimate talent magnet.…

The capabilities of IT systems allow a more sophisticated and analytical approach to HR than was possible in the past”, says Mark Thompson, Head of Reward Consulting at management firm Hay Group. Thus, cold hard facts are employed in order to keep the chances of unexpected outcomes to an absolute minimum.

At Google, employees are considered the company’s most valuable asset – the backbone of the organisation. They are given freedom, a healthy work-life balance, incredible perks, and even the chance to have fun at work. There are many who maintain that such radical practices are a waste of money and time, and some may find them simply absurd. And yet, the results speak for themselves.

What HR should and must focus on is understanding the relationship between the things which motivate and engage people as individuals”, says Laurence Collins, Director of HR and Workforce Analytics at Deloitte. “The environment, work, growth, reward and flexibility it offers, [are] part of the employee proposition.”…

Each year, two million people apply for around 5,000 vacancies at Google. With better odds of being accepted into Harvard or even of being struck by lightning, many hopeful candidates turn to unorthodox means to make themselves stand out. Lazslo Bock, Head of People Operations at Google, told Forbes in a recent interview that he often receives pleas, bribe offers and even threats from applicants. …

During the recruitment process, Google uses an algorithm to make predictions regarding which candidates have the best chances of succeeding at the role in question. Those with a very high IQ are often chosen, although the ability to learn and absorb information is considered more important. Riddles and brainteasers are no longer used, as analysis carried out by the department has found that those who do well in such exercises are not necessarily the best candidates. Traditional interview questions have thus made a comeback in Google’s interview process. …

The people operations team also looks for those who will fit into the firm’s unique culture. Namely, they are looking for ‘Googleyness’ or, in plain English, intellectual humility. … So as to prevent shortsightedness, verdicts, such as whom to hire and fire, how performance is rated and which promotions are given, are never made unilaterally. “Each of these decisions is instead made either by a group of peers, a committee, or a dedicated, independent team”, writes Bock in his book Work Rules.

Generally, people spend most of their lives at work. It is, therefore, vital for it to be as pleasant as possible. Furthermore, an infinite budget or worldwide status is not necessary to create such a setting, as many cynics often claim in response to Google’s style of management. Considering employees as the most precious commodity within a business is how it can be achieved. Creating an environment in which employees want to get up and go to work can enable them to reach their full potential – to the benefit of their employers and all those around them. To s ome, this may seem like an unmanageable task, but it really isn’t – Google proves that it is possible.

Part A

Based on what you have read so far in this “Google” case study, plus other research and your experience, develop recommendations for:

a.   A performance management process that would suit the company you joined “High Tech Pros”, keeping in mind that some employees are part -time or contracted.

b.   Organisational timeframes for formal performance management sessions. c.   A quality improvement plan for the performance management process.

Part B

Explain who you would consult with at “High Tech Pros” and outside that company,

to ensure there is agreement on the new formal performance management

process you recommended in Part A.

Part C

Develop a series of short lunch-time sessions for the “High Tech Pros” management team (use a few bullet points for each session) to train them on: a.   How to develop KPIs for their staff.

b.   How to provide feedback to under-performers c.   Basic staff coaching techniques

d.   Dispute resolution and mediation processes e.   How to conduct a performance review

f.    Recording information and storing documents relating to performance reviews and performance management sessions.

Note: You should be mindful of maintaining the attention of managers given their different learning styles and may use PowerPoint, video, Word documents or any other technology that is accessible and appropriate for this task.

Part D

Design a coaching/mentoring program to support managers at “High Tech Pros” in their role. You may choose to use internal or external providers (or both), but must provide a rationale for your choice and explain the process of introducing the program including consultation with key stakeholders.

discuss. If you are not currently working in HR, consult your tutor/assessor about work experience or an alternative task.

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Lead and manage organisational  change

Adv Dip Community Sector Mgt 3A

  BSBINN601 Lead and manage organisational  change

  BSBMGT608 Manage innovation and continuous improvement

  CHCMGT002 Manage partnership agreements  with service providers

Participant Assessment

Need Help with your Assessment?

Post your query to your fellow participants in the Discussion Forum. Use this forum to post any question about any part of the assessment. Alternatively, post your query to the Facebook Study Group for your course.

Perhaps, you need help answering a particular question or sourcing the information from the resources. Perhaps, you need some informal feedback on your assessment before you submit it. You can upload your

assessment here and ask your instructor for a constructive and supportive review.

Perhaps, you can even help another participant and answer their questions.

Sharing information is the key to success and remember the only silly question is the one that remains unasked!!!

Assessment

Assignment Activities

There are 2 parts to this assignment.

Use a word processor to create one document with your responses to all parts.

Part 1 is a Scenario. Read through the scenario carefully.  Answer each section.

Part 2 is the Major Project.  Read and follow the instructions provided.

Scenario

You have taken a role in a traditional family business. Nothing much has changed in many years and revenue and profit is declining because the company is starting to fall behind the times. The owners are looking to you for some fresh thinking,  particularly about how to bring more sustainable practices into the business. Their power and waste removal costs are way above industry average.

You are encouraged to try an ideation workshop with the staff to see if you can come up with one or two innovations that you can take to the owners for approval.

   Consider the following methodologies  you have discovered from reading on the subject and the eLearning courses. Describe them and explain how they are best used.

o Brainstorming

o Osborne Checklist

o Six Thinking Hats

o TRI Z

o Multiplication Technique

o Task Unification Technique

o Attribute Dependency Technique

   Decide which methodologies or tools to use in your workshop. Explain why you have

chosen these tools.

   Develop an introductory PowerPoint presentation for your workshop to brief the staff on performance improvement, sustainability and innovation as an essential element of competition.

    Describe the process you would use to evaluate the ideas.

Project

You will use your newly gained knowledge to propose a Change Management Strategy for a new service you have proposed in order to facilitate a successful outcome for an external client.

It is important that you have access to the details of a service you can use to base your assessment on. Contact your trainer if you do not.

Some time has passed since you designed and implemented the previous project and you believe you can further enhance their profitability by offering a new service or product.  You should review the business model again to see if you think they can benefit from a new offering.  Perhaps when you did the project you had ideas that could have improved it that were not accepted at the time.

You will need access to the following information…

    Business Plan

    Company Profile

    Existing State

    Stakeholder interviews

You need to produce a plan to Change to the new service or product.  The following is a list of the project

deliverables:

Short Proposal outlining an executive summary of the selected service including:

    Reasons behind your proposal, based on an organisational review

    Plan for consultation meetings to negotiate deliverables

    Agenda templates

    Meeting outcomes matrix (RACI)

    Develop a Change Management Strategy including:

o  Change Procedure

o  Change Management Plan

o  Change Management Project Plan

o  Change Management Approval process

o  Training Program

    Implementation Strategy including:

o  Communication  Plans

o  Priority Plan

o  Delivery Plan

o  Risk Management Plan

o  Timetable

o  Evaluation Meetings Plan (stages)

    Review Plan including:

o  Method of gathering feedback with examples

o  Action plan to respond to feedback provided

o  Reporting on performance of the new service against needs

o  Method of reporting outcomes to stakeholders

o  Sign off

o  Service Maintenance plan (SLA)/ Memorandum of Understanding (MOU)

There are many components that go into developing a successful Change Management Strategy. Ensure you use appropriate documentation for each component.

Use network maps or diagrams, lists, block diagrams, component maps, etc.

Ensure all of the work that you submit is your own and that appropriate referencing is used.

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Manage Diversity in The Workplace

Question: Manage Diversity in The Workplace

  1. Briefly outline the purpose of the each of the below legislations Responses (in 10 to 30 words each)
Age Discrimination Act 2004
Disability Discrimination Act 1992
Racial Discrimination Act 1975
Sex Discrimination Act 1984
Australian Human Rights Commission Act 1986
  1. List the two (2) main ways can be used to lodge and handle a complaint

Answer:

  1. List four (4) types of complaints which must be investigated formally

Answer:

  1. The HR manager asks you to investigate a sexual harassment claim which has occurred yesterday in the catering department. In brief, outline the steps you should take to address this complaint in a professional manner. What are the options in case of satisfactory or non-satisfactory outcomes? (in 150 to 180 words)

Answer:

  1. How can you manage staff tensions and assist staff in working effectively with each other? (in 30 to 50 words

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inventories these companies currently manage and describe their essential inventory characteristics.

Assignment – Inventory Management Instructions

Research two manufacturing or two service companies that manage inventory and write a 5-7 page paper in which you:

  1. Determine the types of inventories these companies currently manage and describe their essential inventory characteristics.
  2. Analyze how each of their goods and service design concepts are integrated.
  3. Evaluate the role their inventory plays in the company’s performance, operational efficiency, and customer satisfaction.
  4. Compare and contrast the four different types of layouts found with each company; explain the importance of the layouts to the company’s manufacturing or service operations.
  5. Determine at least two metrics to evaluate supply chain performance of the companies; suggest improvements to the design and operations of their supply chains based on those metrics.
  6. Suggest ways to improve the inventory management for each of the companies without affecting operations and the customer benefit package. Provide a rationale to support the suggestion.
  7. Use at least three quality resources in this assignment. Note: Wikipedia and similar Websites do not qualify as quality

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Thoughtful construction laborer with over five years of experience helping manage teams toward successful and safe completion of housing projects

What to include on a resume

While you may decide to add, remove or alter sections depending on your application, here are a few most common resume sections:

1. Name and contact information

At a minimum, your contact information section should include your name, phone number and email address. Depending on the type of job you’re applying for, you might also include a link to an online portfolio or professional website.

An example contact information section might look like this:

Alex Gardner
Houston, Texas • (123) ​456-7891
agardner@email.com • agarder.portfolio.com

A common practice is to use your name as the title of the page, formatted so that employers can easily identify your name and contact information first.

Related: 20 Skills in Demand in Today’s Workforce

2. Resume summary or objective

Your resume summary or objective should be a short, one to two sentence section that briefly explains who you are and why you’re qualified. Carefully review the job posting for clues on which of your technical and soft skills will be most important and relevant.

Resume summaries and objectives are slightly different, and you should choose to include one or both depending on your background and the position you’re seeking. A resume summary will describe your work experience, while a resume objective will state your short-term goals.

A summary is good if you have at least some work experience that can be quickly summarized. An objective statement, however, is better suited for those who have recently graduated from high school or college, or who otherwise have limited job experience.

Your resume summary could say:

“Thoughtful construction laborer with over five years of experience helping manage teams toward successful and safe completion of housing projects.”

Your resume objective could say:

“Recent graduate eagerly looking to expand construction labor experience with a growing contractor.”

In both your resume section and your summary, it’s important to avoid talking about topics more suited to a job interview, such as how much you’re hoping to earn.

Related: Does a Resume Need an Objective Statement?

3. Education

The resume education section is helpful for employers who require a certain degree, certificate or level of experience. You should include your most recent and relevant education based on your level of experience.

The elements of an education section should include:

  • Name of your school
  • Location of your school
  • The degree you obtained (if applicable)
  • Your field of study
  • Graduation year (if applicable)
  • Your GPA (Note: You may not want to include this if it’s not above 3.4)
  • Any relevant honors or academic recognition, coursework, activities or other achievements obtained during your education

Consider only listing educational experiences as they make sense for your career experience. As such, high school graduates should list their high school information, but college graduates need not list their high school. However, once you have a post-secondary degree of any kind, you should always list that and any other post-secondary educational experiences in your education section.

Your education section could look as follows:

Hillvalley Technical College
Aug. 2009 May 2011
Associate Degree in Welding Technology
OSHA Certificate Program

Related: How to List Education on a Resume

4. Professional history

Also called your “experience” or “professional history” section, this is an opportunity to showcase the value you’ve brought to former employers. Here, you should list all of your most relevant work experiences, beginning with your most recent job. You should focus on your experiences from the last 10 to 15 years. For example, if you’ve been working as a marketing professional for 11 years, you can leave off jobs from earlier in your life that may not be relevant to the position you’re currently seeking.

Alternatively, if you have little to no job experience, you should list what employment you have had, even if it does not seem completely relevant or related. Potential employers can use that experience to get an idea of what kind of worker you might be, as some of the valuable soft skills you learned at an unrelated job are likely transferable to a new job and industry. You can also list experiences you might have had in clubs or volunteer organizations here, especially if you held office or had many responsibilities.

Your employment history should include the name of the employer, your job title, years of employment, and a few bullet points with your strongest, most relevant accomplishments. Lead with strong action verbs and follow with an accomplishment rather than a task. Employers are interested in what you’ve achieved, not just the tasks you’ve done. When possible, use numbers to measure your success.

An example of an employment section could be as follows:

Jones Construction Company
Welder | May. 2013 – May 2018
Utilized SMAW, GTAW, and GMAW welding tools for building projects
Assisted safety manager with OSHA-required regulation checks, reducing time spent on checks by 10%
Managed a small team of welders for advanced projects on multi-million dollar contracts

It’s important to keep your bulleted list short and focus only on the most valuable achievements you had with that employer as they relate to your current job search.

Related: Interview Question: “Tell Me About Your Work Experience” (With Example Answers)

5. List of relevant skills, tools and certifications

Your skills section should include relevant technical or hard skills and soft skills. You can include any tools you’ve mastered or certifications you’ve obtained as well.

The skills you include should be relevant to the job that interests you. For example, you may have excellent hard skills in different areas, but all of those skills may not be applicable to the job. If you are a skilled violinist, that may not be a good skill to put on your resume when applying for a job in construction.

You can learn what skills potential employers are looking for by reading the job description. As you read through job posts, write down keywords that match your skills and include them in your skills section as appropriate.

Your skills section might look something like this:

*Technical skills: Welding • Electrical Systems • Modern safety equipment • Knowledge of major OSHA safety regulations • OSHA Certification • SMAW Welding Tools*
*Additional skills: Willingness to learn • Attentive • Organized • Effective communicator • Safety-conscious*

Related: The Best Job Skills to Make Your Resume Stand Out

6. Additional relevant accomplishments and volunteer work

The last section to consider adding to your resume is a shortlist of any other relevant accomplishments or volunteer work. Only include those that are relevant or that may help create a better picture of who you are as an individual as related to the position you’re applying for. If you’re not sure what information may be a fit for this section, re-read the job descriptions that interest you. Consider if you have any experiences outside of the professional history you already added which may help employers understand your qualifications.

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Here is an example of what your accomplishments and volunteer work section could look like:

Volunteer firefighter, 2010–2012
Annual winter food drive volunteer, 2013–present
OSHA safety award, May 2018

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Australian Government’s implementation of budgetary measures to manage the social and economic impacts of COVID-19

Critically evaluate Andrew et al.’s (2021) analysis of the Australian Government’s implementation of budgetary measures to manage the social and economic impacts of COVID-19. In your discussion explain the authors’ argument that Australia’s history of inequality has shaped these actions and the effect inequality may have on outcomes.

Notes: 400 words.

Accounting, inequality and COVID-19 in Australia Jane Andrew and Max Baker The University of Sydney Business School, Sydney, Australia, and James Guthrie Macquarie Business School, Macquarie University, North Ryde, Australia Abstract Purpose–The authors explore the Australian Government’s implementation of budgetary measures to manage the social and economic impacts of COVID-19, paying particular attention to how the country’s history of inequality has shaped these actions, and the effect inequality may have on outcomes.

Design/methodology/approach–In this qualitative case study of public budgeting, the authors draw on the latest research into inequality to consider the implications of policy responses to COVID-19 in Australia. In particular, we examine the short-term introduction of what we term“people-focused”budgetary measures.

These appeared contrary to the dominant neoliberalist approach to Australian welfare policymaking.

Findings–This paper foregrounds the relationship between budgeting, public policy and inequality and explores how decades of increasingly regressive tax systems and stagnating living wages have made both people, and the state, vulnerable to crises like COVID.

Social implications–There is still much to learn about the role of accounting in the shaping of growing economic inequality. In focusing on public budgeting within the context of COVID, the authors suggest ways accounting researchers can contribute to our understanding of economic inequality, both in terms of drivers and consequences. The authors hope to contribute to a growing body of accounting research that can influence social movements, political debates and policymaking, while also raising awareness of the consequences of wealth and income inequality.

Originality/value–The authors explore ways accounting scholars might help articulate a post-COVID future that avoids recreating the inequalities of the past and present.

KeywordsInequality, COVID-19, Public budgeting, Social accounting, Neoliberalism, Public policy, Piketty Paper typeResearch paper We do not always respond to shocks with regression. Sometimes, in the face of crisis, we grow up—fast (Klein, 2007). 1. Introduction The COVID-19 pandemic has exposed systemic challenges that need to be addressed by both society and scholarship. Implicated in those challenges is capitalism itself, as well as disciplines closely aligned to its ends like accounting.Guthrie and Parker (2017, p. 8) argue that accounting“has responsibilities that affect the living conditions of billions of people globally”, and they urge researchers“to rediscover contemporary relevance”for the field and to“enter into dialogue with potential audiences beyond themselves”(p. 11).

Along with climate change, economic inequality is one of the most pressing issues of our time. As accounting scholars, we have much to contribute to a collective understanding of the impact of inequality on society and the crafting of strategies to redress social and economic imbalances.Tweedie and Hazelton (2019)argued that the accounting and accountability research agenda should engage more actively with economic inequality, which aligns with AAAJ’s remit to reflect the severe issues associated with allocative, distributive, behavioural, social and ecological problems of the modern world.

Many countries have adopted neoliberal ideas and policies, imposing new public management (NPM) aligned with“quasi competition”and“business-like”management models in the public sector. NPM is a logic steeped in the management structures of the Accounting, inequality and COVID-19 1471 The current issue and full text archive of this journal is available on Emerald Insight at:

https://www.emerald.com/insight/0951-3574.htm Received 17 July 2020 Revised 10 December 2020 26 February 2021 Accepted 23 March 2021 Accounting, Auditing & Accountability Journal Vol. 34 No. 6, 2021 pp. 1471-1483 © Emerald Publishing Limited 0951-3574 DOI10.1108/AAAJ-07-2020-4688 private sector (Guthrieet al., 2005) and markets (Steccoliniet al., 2020). In terms of public budgeting, NPM has led to an obsession with reduced government debt, privatisation of state assets and services, increased support for private enterprise and capital, and a reduction in taxes and government welfare spending. The global financial crisis in 2008 and subsequent sustained fiscal austerity appear to have firmly entrenched these ideas in Australian public budgeting (Martin-Sardesai and Guthrie, 2020). Yet, there is no evidence to suggest this has reduced the size of government expenditure and government debt. Instead, it has transferred the machinery of Government to business to deliver government-funded services.

In studying inequality, the COVID-19 pandemic has brought public budgeting approaches into even sharper focus. Given the effects of COVID have intensified pre-existing racial, gender and class inequalities (Lehman, 2012;Lehmanet al., 2018), we explore whether the Australian Government’s response to COVID temporarily addresses several forms of inequality, via three specific questions.

(1) How has the pandemic challenged existing public sector budgetary rules and institutional design?

(2) What are the key political, economic and social factors influencing pandemic related policy responses and budgetary measures?

(3) Will there be permanent changes and unintended consequences to extant fiscal institutions as a result of the pandemic?

2. Background In November 2020, many economic indicators pointed to an emerging major global recession.

To insulate businesses and individuals from the financial consequences of COVID-19 public health interventions, governments across the globe have engaged in a wave of public spending. On the surface, the expenditure patterns appear to have deviated temporarily from neoliberal policy norms (Andrewet al., 2020), such as regressive taxation (Cooperet al., 2010), deregulation (Merinoet al., 2010), privatisation and the general dismantling of the welfare state and labour organisations (Andrew and Cahill, 2017;Uddin and Hopper 2003). We will argue that COVID-19, in particular, has highlighted our shared dependence on well-resourced governments in times of crisis and questioned the future of government spending and revenue-raising. Yet the unfolding crisis and the various government responses also have animated debates about economic and social inequalities (seeGrossiet al., 2020for a discussion of international reactions). In our paper, we focus on the Australian Government’s response to COVID-19. Still, we are speaking to a broader set of concerns that are of international interest, particularly as they relate to the effects of crises on public budgeting.

Australia is somewhat novel as a context as a conservative government have introduced these interventions in a temporary break from their preference for budget surpluses, austere social safety nets and business-focused stimulus measures.

The facts regarding economic inequality in Australia are bleak. Before the COVID-19 crisis, there were 3.24 million people (13.6% of the population) living below the poverty line, including 700,000 children under the age of 15 (ACOSS, 2019,2020). Women, particularly those who are single parents, and Aboriginal and Torres Strait Islander people continue to be over-represented in measures of poverty (Commonwealth Government of Australia, 2009– 2014). There is little doubt the pandemic has increased both the number of people in poverty and the degree of their economic strain. For example, the Australian Bureau of Statistics (ABS, 2020) estimates that at the peak of the employment crisis in June 2020, more than 1.6 million people were receiving unemployment benefits (known asJobSeeker) with 835,100 jobs lost since March. Even those people who have jobs are less secure: at the time of writing more AAAJ 34,6 1472 than 6 million people across 860,000 businesses were receiving wage supplements from the Government (known asJobKeeper) and in June 2020 over 50% of the Australian workforce was supported in part by the Government’sJobSeekerandJobKeeperpackages. Yet the pandemic has increased the wealth of the uber-rich, with the combined worth of Australia’s 200 wealthiest individuals rising by 25% in 2020 (Wade, 2020). While Australian policy responses to the pandemic have included a (temporary) focus on vulnerable people, as we will discuss, these same policies have generated wealth for businesses and their owners.

With this in mind, we agree withBerger (2017)that accounting academics can offer insights into the conditions of the present to help shape a more equitable and sustainable future (Bebbington and Unerman, 2018). Our paper discusses the relationship between accounting, public policy and inequality to articulate alternative pathways that might avoid recreating inequalities in a post-COVID future (Tweedie and Hazelton, 2015,2019).Section 3discusses the relationship between accounting, crises and inequality, andSection 4outlines our case study of pre-pandemic inequality in Australia.Section 5follows with an analysis of the shape of inequality in Australia after the pandemic where we discuss three specific“people-focused” budgetary measures enacted by the Australian Government during the crisis:JobKeeper, JobSeekerand theearly release superannuation scheme.InSection 6, we explore alternatives to the neoliberal approach to social welfare and inequality. We end with a consideration of the future beyond these temporary social welfare interventions, asking whether the crisis will provide the impetus to rethink neoliberal welfare policy solutions over the longer term.

3. Accounting, crises and inequality Accounting technologies have long been intertwined with capitalism (Andrew and Baker, 2020;Bryer, 2000a,b;Chiapello, 2007,2017;Cooper, 2015), withChiapello (2007, p. 268) referring to accounting as the“institution par excellence, whose progress is an indicator and sign…of the advance of capitalism”. Within capitalism, accounting has helped ensure the ideological and political potency of financial information masquerading (albeit imperfectly) as“truth”(Lapsley and Miller, 2019;Roberts and Wang, 2019;Tweedie and Hazelton, 2019).

With an emphasis on surplus accumulation and exploitation in the pursuit of profit, accounting practices have played a significant role in the production and maintenance of inequalities. The joint efforts of the accounting profession, standard setters and the Big Four global accounting firms have normalised the notion that the interests of capital and business are aligned with those of the public to such a degree that it has become almost impossible to imagine alternatives (Brooks, 2018).

Critically, this suggests that “inequality does not existas such”(Piketty, 2020, p. 7) but is instead, the outcome of neoliberal policy choices. According to Piketty, inequality ismade through the“legal, physical, educational, and political systems that people choose to adopt and the conceptual definitions they choose to work with”and that these are recruited to generate dominant narratives that can“bolster the existing inequality regime”(Piketty, 2020, p. 1). In Australia, neoliberal policy choices have led to unemployment, underemployment, suppressed wage growth and allowed forthe ballooning of household debt and intensification of inequality. In viewing the state as a business entity, neoliberals fear public debt and associated budget deficits (Andrewet al., 2020).

Accounting researchers have been concerned with the effects of neoliberalism on regulation, public budgeting and public service provision (Andrew, 2007;Merinoet al., 2010; Lapsley and Miller, 2019;Munzer, 2019;Peda and Vinnari, 2019). Many argue that by privileging capital, the legitimacy of surplus accumulation and the affirmation of cost minimisation on people and the planet, accounting has valorised exploitative practices that underpin the trajectory of rising economic inequality (Tweedie and Hazelton, 2015,2019).

However, crises like the current pandemic both expose already existing inequalities and (if left unchecked) intensify their effects (Spinney, 2020). Without both temporary and longer- Accounting, inequality and COVID-19 1473 term budgetary intervention, much of the burden of COVID-19 will fall on those already vulnerable, potentially exacerbating“deeply rooted social, racial, and economic health disparities”(Dornet al., 2020).

While the poor suffer disproportionally during crises under neoliberalism, the rich are well placed to get richer. In the past, crises have allowed for the rapid mobilisation and unquestioning adoption of neoliberal ideas within policymaking circles (e.g. the effectiveness of free markets and business, the benefits of privatisation and the inefficiency of public service delivery). They also present opportunities for significant transformation. Crises unsettle norms, rendering vulnerabilities, injustices and inequalities visible in ways that introduce the possibility of change. The pandemic provides an opportunity to rethink the relationship between governments, markets and citizens. Through strong advocacy and good policy alternatives, inequality can be addressed by a deepening of democratic ideals and the“rational pursuit of collectively defined and approved ends”(Bourdieu, 1998, p. 104, emphasis in original). But achieving transformation requires a radical rethinking of the role and purpose of accounting beyond that forged under neoliberalism, developing new approaches to public budgeting that address the intensifying inequalities produced by the pandemic (Andrewet al., 2020).

4. Pre-pandemic inequality in Australia While experiences across the world have varied, Australia provides a useful case study of pre-pandemic inequality. According to the OECD’s global economic outlook, Australia has done well compared to the rest of the developed world in handling the pandemic and emerging from the recession (Wright, 2020). Not only has the public health response been effective, attributed mainly to geography and closed borders, science-based policy response and community-oriented compliance culture (Wright, 2020), but the Government’s approach has been based on stimulus rather than austerity (theIMF Policy Tracker (2020)suggests that at 11.6% of GDP, Australia’s direct fiscal response is amongst the highest in the world).

Before the COVID-19 pandemic, both income and wealth inequality had been rising in Australia. In 2015–2016, an individual in the highest 1% of income earners took home more in a fortnight than the yearly salary of someone in the lowest 5% of income earners (ACOSS, 2018). According to data obtained from the Inequality Lab[1]income inequality in Australia has increased consistently since the 1980s.Figure 1demonstrates the increasing share of national pre-tax income earned by the highest income earners[2]. The top 10% income earners increased their proportion of the country’s total income from 23% to 33%. However, the real change was that the top 1% of earners now take home 13% of total national income, more than double what it was in the 1980s (5%). Figure 1.

Percentage share of pre-tax national income amongst high income earners AAAJ 34,6 1474 An Australian Bureau of Statistics report released mid-2019 shows that the wealthiest 200 people in Australia increased their net worth by an estimated 20% in 2018 (Long and Janda, 2019). Conversely, changes to the labour market, household debt and the size of the average mortgage mean that 10% of working households in Australia have less than $90 of savings in the bank (Power, 2020). The World Inequality Report neatly sums up the root cause:“economic inequality is largely driven by the unequal ownership of capital” (Alvaredoet al., 2018, p. 10). In Australia, inequality in capital stems from marked differences in homeownership and superannuation (private retirement savings) (Coates and Chivers, 2019).

Inequality is a global issue, with The World Inequality Report (Alvaredoet al., 2018,p.5) revealing that inequality levels differ widely between countries with similar levels of development. This highlights the critical role that national policies and public budgeting play in the shaping of inequality. Given this, it seems clear that Australia can address not only pre-existing inequalities through budgetary measures, but, if these are attuned to the needs of vulnerable people, some of the adverse social and economic effects of COVID can also be mitigated.

5.“People-focused”budget responses to COVID in Australia In response to the pandemic, the Australian Government mobilised a raft of stimulus measures for both businesses and individuals. A recent OECD report said that Australia’s economic improvement has been due to an avalanche of government financial support, such as theJobKeeperwage subsidy, and the Reserve Bank’s support in cutting interest rates and buying government bonds (OECD, 2020). We consider three of what we refer to as“people- focused”budgetary responses enacted by the Government. On the face of it, these appear to deviate significantly from the discourse on welfare and the market-based solutions that have dominated Australian public budgeting for decades (Andrewet al., 2020). Yet on closer inspection, these temporary relief measures also implicitly or explicitly reinforce neoliberal ideology.

5.1 JobSeeker Since 1945 the Australian Government has provided an unemployment payment to citizens who find themselves without work, but in the early 1980s social welfare provisions started to change as unemployment began to be conceptualised less as a collective problem for governments and more as an individual responsibility. This shift is a consequence of the embrace of the neoliberal philosophy of personal responsibility for social well-being accompanied by the withdrawal or reduction of state support (cost-saving). Over time, payments to the unemployed have reduced in size (relatively), and access has become more prohibitive.

At the beginning of 2020, the Government’s low unemployment payments came under scrutiny, and a parliamentary committee issued a report warning that people were being forced into poverty, food insecurity, homelessness and compromised mental health because of lack of income support. With the onset of the pandemic and widescale job losses, on 24 March 2020, the Government announced temporary changes to theJobSeekerpayment that included a supplement to the unemployment benefit of $550 a fortnight, along with a lifting of wait times, changes to the assets and income test, removal of the“mutual obligation” requirements and a streamlining of the application process. The changes initially projected to cost $14 billion over six months, were designed to“supercharge the safety net”and“support the most vulnerable”(Henriques-Gomes, 2020 ). The program has since been extended at a lower rate of supplementation (to $250 in September and then to $100 in December 2020) Accounting, inequality and COVID-19 1475 and with tighter eligibility requirements until March 2021. In October 2020, when the Government released its budget (six months late) it became clear that the phased reduction in people-focused support would be replaced by a growing emphasis on a business-driven recovery.

This shift in focus symbolically signals that people receivingJobSeekerbefore the pandemic was“responsible”for their unemployment, unlike those who found themselves unemployed through no“fault”of their own as a result of the public health interventions (e.g.

shutdowns). Drawing such a distinction is a by-product of neoliberal restructuring that has eroded previous welfare provisions to create a“flexible”labour market (i.e. casualisation), leaving the majority of Australian workers with few protections and vulnerable to unemployment (ABC News, 2018).

According to the ABS, the unemployment rate rose from 5.2% in early 2020 to 7.1% by September (ABS, 2020). The October data shows 747,600 Australians worked between one and nine hours per week, which is 5.8% of all workers with jobs. If all of these workers were classified as unemployed–which many effectively are, given they would work only a handful of hours a week–the unemployment rate increases from 7.00% to 12.44%. None of these workers would qualify forJobSeekerpayments (Austin, 2020).

Approximately 1.7 million people receivedJobSeekerpayments in September (Henriques- Gomes and Karp, 2020). There is little doubt that this scheme provided critical relief from the immediate consequences of public health-related unemployment. Also considered that JobSeekerpayments to the unemployed have ensured those people have resources to pay for essentials such as housing, food and clothing. Despite this, the Government is winding back its welfare provisions to pre-COVID levels. The OECD has warned the Government against withdrawing support too quickly, and it also should consider increasing payments to the unemployed on a long-term basis (Wright, 2020).

5.2 JobKeeper The potential value of a universal basic income has been widely debated (see, e.g.Lawhon and McCreary, 2020), in terms of both social and environmental benefits. However, most governments have resisted undertaking policy experiments to assess the viability of a universal wage[3]. Despite government wage subsidies being inconsistent with neoliberal principles, on 30 March 2020, the Australian Prime Minister announced a $130 billion package focused on sustaining employment during the economic downturn caused by the pandemic through a wage subsidy package to employers. With similar features to a universal basic income, theJobKeeper package provided initial temporary payments of $1500 a fortnight to eligible businesses to subsidise the wages of employees who might otherwise have been made redundant. It has since been revised downwards to $1200 from September to $1000 in January 2021 and will end in March 2021. The program has sought to maintain the employer-employee relationship through a wage subsidy, thereby helping to support employment and ensure money continues to flow within the economy. However, the failure ofJobKeeperto include certain groups of employees has been controversial. In particular, the 2.17 million people on temporary visas in Australia (such as students, working holidaymakers, temporary skilled workers) and citizens and permanent residents not in their role for at least 12 months are not included[4].

Both the extension ofJobSeekerand the introduction ofJobKeepersaw the Government mobilise budgetary measures that put money directly into the hands of individuals whose livelihoods were compromised as a result of the lockdown restrictions imposed in response to COVID-19. Given the schemes will be funded by taxpaying Australians, to a large extent, the welfare responsibility of the crisis has been collectivised. This is a significant, albeit temporary, shift from the neoliberal norms of previous government administrations that AAAJ 34,6 1476 rejected direct welfare payments for the social safety net, preferring instead to stimulate business as a means to keep jobs. The temporary nature of these programs does not present a wholesale change in thinking, but it does signal the importance of the state as the insurer of last resort during a crisis[5].

Unfortunately, for many, theJobKeepersubsidy only delays their eventual unemployment and the need forJobSeekerwhen the program ends in March 2021. Given this, the Reserve Bank has been urging the Government to consider a more robust counter-cyclical employment creation scheme that focuses on public infrastructure projects (Associated Australian Press, 2019). In effect, this would shift resources from a wage subsidy into new forms of government employment that targets the construction of new public assets, securing the nation’s longer-term collective wealth. Instead, the Federal Budget 2020 has sent strong signals that the Government is keen to revert to budgetary measures that stimulate (and subsidise) the private sector, capital and a business-led recovery (Commonwealth of Australia, 2020).

5.3 Early release superannuation scheme In a further attempt to get cash into the hands of the Australian people, the Government initiated anearly release superannuation scheme[6].From 20 April 2020, eligible individuals were permitted to access up to $20,000 of their retirement savings without being subject to tax or a means tests for other forms of welfare support. By November 2020, over 50,000 people have withdrawn over $33 billion. In effect, the scheme made it possible for individuals to act as their own welfare provider. Still, the decision to withdraw from superannuation comes with a significant impact on retirement savings in the future.

The funds have been used to pay down debt, pay rent and buy food in the present. At the same time, these same Australians will see their future fiscally constrained in new ways, as they pay for the current stimulus spending through a combination of increased personal taxes, goods and services taxes and additional austerity measures. Indeed, unlikeJobKeeper andJobSeeker, over time the scheme is likely to increase inequality and require additional budgetary spending later when these citizens approach retirement (in the form of pensions and other social infrastructure related to housing and health care). The scheme is in keeping with the logic of neoliberalism wherein“responsible individuals are required to provide for themselves in the context of powers and contingencies radically limiting their ability to do so” (Brown, 2015, p. 134).

6. Budgeting, accountability and tackling inequality Andrewet al.(2020, p. 766) argue that within the straitjacket of neoliberalism, Australia’s national budgets have created: consistent winners and losers, where the winners are large corporations and owners of capital and the losers are the self-employed, contract and casual workers, minorities and society as a whole because there is less money for essential services and infrastructures such as hospitals, schools, welfare payments, science and innovation and public transport. While it seems the ideological frame within which public budgeting takes place has become somewhat impenetrable, the current crisis has shone a light on the realities of neoliberal budgeting.

Given that the health and financial consequences of this pandemic will continue to be unevenly distributed without a fundamentally different approach to public budgeting, including changes to the“education system, health system, tax and industrial relations framework”, Australia will continue to produce“virulent inequality”(Charlton, 2020). Public budgeting within the context of neoliberalism, even when faced with a crisis of the scale we are currently experiencing, has failed to engage with the structural drivers of inequality. Accounting, inequality and COVID-19 1477 Indeed, despite the temporary“people-focused”budgetary interventions outlined above, the sustained bias towards business-led recoveries are set to reproduce remedies that“fail to grasp the root cause of the problem”(Olsonet al., 2001, p. 506).

Indeed, it is increasingly apparent that the Australian Government will not reconceive our essential public services beyond the logics of new public management. Instead of pursuing employment through public infrastructure projects, its focus is on providing subsidies to business to keep employees“on the books”and working. While Australian policy responses to the pandemic have included a (temporary) focus on vulnerable people, these same policies have also been recruited to generate cash for businesses and capital to intensify the worth of the wealthy. When finishing this article in February 2021, the government announced an increase in normal unemployment benefits of $3.57 a day extra. This places Australian at the bottom of the OECD concerning social security payments for the unemployed[7]. The government JobKeeper $100 billion scheme, mainly paid to big corporations, has resulted in Australian billionaires becoming richer and the corporate sector announcing profits and dividends. For instance, Crown Resorts took $255 million in JobKeeper payments in 2020, allowing it to pay $203 million in dividends. Crown made a $120 million loss for the six months to December[8].

Yet alternatives to neoliberalism exist. Piketty’sCapital and Ideology(2020) outlines concrete possibilities for a more equitable future, emphasising public welfare and living wages to flatten the inequality curve–in essence, budgetary measures likeJobKeeperand JobSeekerthat have been mobilised permanently in response to inequality. Alongside these, Piketty (2020, p. 981) makes a case for a“universal capital endowment”funded by a “progressive tax triptych”that focuses on poverty, inheritance and income tax reform to help “diffuse wealth at the base while limiting concentration at the summit”. This proposal tackles inequality by supporting vulnerable workers who are reliant on selling their labour-power in an increasingly unregulated market that puts“constant downward pressure”on wages or has been left without work entirely (and therefore have no real means to build capital) (Andrew and Baker, 2020, p. 647).

It is evident that alternatives to neoliberal forms of revenue-raising and expenditure within the routines of public budgeting (seeMarriott and Sim, 2019;Sikka, 2015;Veldman, 2019) have proven essential during the initial phases of this crisis and can no longer be dismissed as unrealistic. In the space of months, the government have changed their approach to public policy and public budgeting to enable the suspension of rents and mortgages, the outlawing of evictions, the provision of a living wage, free childcare, the freeing of prisoners and the channelling of funds into public goods and services like healthcare and cleaning. Policies that seemed previouslyimpossiblehave proven temporarily possible (if not essential) in the face of the pandemic. That said, the suite of“people-focused” budgetary measures will produce uneven outcomes as the responsibility for some welfare payments to vulnerable Australians has been collectivised (JobSeekerandJobKeeper) while others remain individualised. In encouraging vulnerable people to draw down their retirement savings (with obvious long-term implications for their retirement savings), the early superannuation access schemeis a profoundly inequitable approach to social welfare, relying both on neoliberal ideas about personal responsibility as well as underlying belief structures about individualism and retirement funding.

In what seems like further evidence of the sustained appeal of neoliberal forms of governance, when the Australian budget was finally released in October 2020 (six months later than expected), it included $1.4 billion in cuts to the funding of eleven critical bodies created to improve government transparency and public accountability. These included the Australian National Audit Office (ANAO), the Office of Information Commissioner, and the Australian Human Rights Commission. Starving a watchdog meant to investigate government misconduct undermines the independence of that organisation. It can only be AAAJ 34,6 1478 viewed cynically, given that the ANAO has uncovered some of the biggest government corruption scandals in 2020, including the possible use of community funding to secure votes in marginal electorates and an allegedly corrupt property deal that has been referred to the police for investigation (Wilkins, 2020). Under the spectre of crisis, it appears the 2020 Budget has eroded the very bodies that ensure Australia’s democratic institutions can meet the challenges posed by this pandemic[9].

7. Conclusions If inequality is created and maintained through discourse and ideology (Piketty, 2020), then accounting has an essential role to play in the production of more equitable futures. Across the spectrum of work undertaken by accountants–from tax and audit accounting to management accounting and financial reporting–all could be more attuned to inequality if underpinned by appropriate regulation, public policy and budgetary measures (Merinoet al., 2010;Sikka, 2009,2015). The pandemic has also prompted a discussion about our rights to basic needs such as food, housing, healthcare, education and secure work, which has implications for the field of accounting practice that prioritises shareholder value and capital markets.

Given that we know there is a relationship between accounting and inequality, there is a pressing need for accounting researchers to contribute to public debates about greater equality and the well-being of people in society. These discussions should include analysis of the living wage debate with empirically rich insights from individuals who have received these kinds of benefits during the pandemic (Skilling and Tregidga, 2019), and a critique of the implications of shareholder value on the real economy and its impact on wealth distribution (Clarkeet al., 2019;Veldman, 2019). Also, there is an urgent need for research that maps the way accounting normalises those business structures and internal management practices that reproduce structural and discursive forms of economic inequality (Tweedie and Hazelton, 2015,2019). We call for accounting researchers to play their part in shaping a post-COVID future that avoids recreating the inequalities of the present.

Notes 1. The World Inequality Lab is associated with the Inequality Report ofAlvaredoet al.(2018), see https://wid.world/world-inequality-lab 2. While the Gini index is often used as a measures of inequality,Alvaredoet al.(2018, p. 27) advises the use of the“share of national income captured by each group”as they argue this is a more meaningful and accurate measure.

3. Finland is a notable exception, but there are other small-scale experiments, some funded by the private sector, taking place in Canada, Scotland, Spain, India, Kenya and the US.

4. Controversially,JobKeeperhas been paid to some large, listed companies, triggering concerns that the program may have artificially inflated profits, dividend payments and executive bonuses.

5. Governments around the world played a similar role in response to the global financial crisis of 2008–2009.

6. Superannuation in Australia is a type of employment-funded pension, partly compulsory and further encouraged by tax benefits.

7.https://www.theguardian.com/business/grogonomics/2021/feb/25/the-jobseeker-increase-is- pathetic-and-so-is-the-spin-to-justify-the-paltry-amount?

8.https://www.crikey.com.au/2021/02/25/jobkeeper-2021-wage-supplement / 9. The 2020–21 Budget includes $98 billion in response and recovery support, including $25 billion under the COVID-19 Response Package and $74 billion under the JobMaker Plan. The underlying Accounting, inequality and COVID-19 1479 cash deficit in 2020–21 is expected to be $213.7 billion (11.0 per cent of GDP) (Commonwealth of Australia, 2020).

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Corresponding author Max Baker can be contacted at:max.baker@sydney.edu.au For instructions on how to order reprints of this article, please visit our website:

www.emeraldgrouppublishing.com/licensing/reprints.htm Or contact us for further details:permissions@emeraldinsight.com Accounting, inequality and COVID-19 1483

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evaluate the leadership skills necessary to successfully lead and manage the adoption of new technology to address a business solution

The purpose of this assignment is to evaluate the leadership skills necessary to successfully lead and manage the adoption of new technology to address a business solution.

Part 1

Using feedback from your instructor, update each of the elements of the technological innovation plan components submitted in Topics 2-7. Create a .pdf document that contains the final, revised plan for implementing a new or existing technology to address the business problem/issue you identified.

Part 2

In a 500-750 word reflection, discuss the following.

Describe the leadership qualities and strategic management skills you would employ to manage the project and successfully implement the technological innovation to address the identified business problem/issue.

Evaluate the role that research and data analytics information play when making decisions about strategic information technology objectives.

Assess the role of information technology in supporting an organization’s responsibilities to the community and the greater social good. Include the Christian worldview perspective in the leadership reflection, and provide specific examples to illustrate your ideas.

General Requirements

Submit the final project plan and reflection.

While APA style is not required for the body of this assignment, solid academic writing is expected, and documentation of sources should be presented using APA formatting guidelines, which can be found in the APA Style Guide, located in the Student Success Center. 

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance. 

Benchmark Information

This benchmark assignment assesses the following programmatic competencies:

MS Information Technology Management

2.3: Articulate information-technology-related business decisions to relevant stakeholders.

3.1: Evaluate the role of information technology in supporting an organization’s responsibilities to the community and the greater social good.

4.1: Leverage data analytics information to make decisions that support an organization’s strategic information technology objectives

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knowledge needed to effectively manage a healthcare organization

From all the knowledge needed to effectively manage a healthcare organization, one of the most important areas is understanding the business’s current financial condition.

Financial analysis can be defined as the process of assessing the financial condition of a firm. It can be very useful in understanding the financial position of a company. There are a number of different ratios that can be used for this purpose, but each has it benefits and limitations.

Select several ratios you think are valuable when trying to understand the financial condition of a health care company and explain why you have selected them, explaining both the benefits and potential limitations of those ratios.

Then select a healthcare company and use those ratios on that organization. What do these ratios tell you about how that organization? 

Be sure to support your statements with logic and argument, citing all sources used. Post your initial response early and check back often to continue the discussion. 

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