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In the Hospital Hope scenario, what do you think was the most important factor that led to the change in practice in the SICU?

 Remember to submit your work following the file naming convention FirstInitial.LastName_M01.docx. For example, J.Smith_M01.docx. Remember that it is not necessary to manually type in the file extension; it will automatically append.

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1. Quickly skim the questions or assignment below and the assignment rubric to help you focus.

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Assignment Description

A Culture of Patient Safety

Read this article:

Sammer, C. & James, B. (2011, September 30). Patient safety culture: The nursing unit leader’s role. OJIN: The Online Journal of Issues in Nursing,16(3), Manuscript 3.                  

In the Hospital Hope scenario, what do you think was the most important factor that led to the change in practice in the SICU?

If you worked in a facility that needed a practice change, what framework would you use and why?

Assignment Expectations:

Length:1000 to 1250 words in length

Structure: Include a title page and reference page in APA format. These do not count towards the minimum word count for this assignment. Your essay must include an introduction and a conclusion.

References: Use appropriate APA style in-text citations and references for all resources utilized to answer the questions. A minimum of two scholarly sources plus the textbook are required.

Rubric: This assignment uses a rubric for scoring. Please review it as part of your assignment preparation and again prior to submission to ensure you have addressed its criteria at the highest level.

Format: Save your assignment as a Microsoft Word document (.doc or .docx) or a PDF document (.pdf)

File name: Name your saved file according to your first initial, last name, and the assignment number (for example RHall Assignment 1.docx)

M7 Assignment UMBO – 1, 2, 3

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Demonstrate an understanding of the physics required in a given application scenario to external forces and the laws of motion including conservation of momentum and friction

5CCGD002W Applied Maths and Physics for Games Coursework 2 – Physics Engine (2020-21) referred deferred version21) – ref def
Module leader Philip Trwoga
Unit Coursework
Weighting: 70%
Qualifying mark 30%
Description Demonstration of Vector Math and Physics Principles in Unity
Learning Outcomes Covered in this Assignment: LO1 Demonstrate an understanding of the physics required in a given application scenario to external forces and the laws of motion including conservation of momentum and friction;
LO2 Demonstrate an understanding of the physics required in a given application scenario including rotational mechanics and gravity;
Handed Out: 14th June 2021
Due Date 8th July 2021 by 1pm on Blackboard
Expected deliverables Complete solution for engine – zipped file – Unity (note that a solution in Unreal will not be accepted) – viva and demonstration (compulsory)
Referred Version only: Improvements to Solution Document – see notes
Method of Submission: Online only via Blackboard
Type of Feedback and Due Date:
Generic feedback will be provided during tutorial sessions and lectures. Verbal feedback on the submitted CW will be provided during the CW presentation/viva and also in the Blackboard rubric. Feedback is due by the 21st July 2021.
Note: All marks will remain provisional until formally agreed by an Assessment Board.
BCS CRITERIA MEETING IN THIS ASSIGNMENT 2.1.1 Knowledge and understanding of facts, concepts, principles & theories
2.1.3 Problem solving strategies
3.1.4 Knowledge and understanding of mathematical and/or statistical principles
Assessment regulations
Refer to section 4 of the “How you study” guide for undergraduate students for a clarification of how you are assessed, penalties and late submissions, what constitutes plagiarism etc.
Penalty for Late Submission
If you submit your coursework late but within 24 hours or one working day of the specified deadline, 10 marks will be deducted from the final mark, as a penalty for late submission, except for work which obtains a mark in the range 40 – 49%, in which case the mark will be capped at the pass mark (40%). If you submit your coursework more than 24 hours or more than one working day after the specified deadline you will be given a mark of zero for the work in question unless a claim of Mitigating Circumstances has been submitted and accepted as valid.
It is recognised that on occasion, illness or a personal crisis can mean that you fail to submit a piece of work on time. In such cases you must inform the Campus Office in writing on a mitigating circumstances form, giving the reason for your late or non-submission. You must provide relevant documentary evidence with the form. This information will be reported to the relevant Assessment Board that will decide whether the mark of zero shall stand. For more detailed information regarding University Assessment Regulations, please refer to the following website:http://www.westminster.ac.uk/study/current-students/resources/academic-regulations
Note: By submitting the work through Blackboard you are acknowledging that this is solely your own work. Any code which is not created by you MUST be clearly commented as such. Any code discovered to not have been created by you will mean that the work will be submitted to academic standards for a potential assessment offence, which may result in a zero mark in the component or whole module. Work will be submitted to SafeAssign for in order to check for plagiarism and collusion.
IMPORTANT NOTES: For the referred assessment you must write a short document (1 side of A4 max) which highlights how you have improved your solution from your original submission. Name the document ‘Improvements to Solution Document’ and zip together with your XCode project file.
Note that you that all solutions must be your own work and the viva is compulsory it which you will be required to fully explain your solution. Work marked without a viva (unless it is specified that a viva is not required) will receive a maximum mark of 30%.
Applied Maths and Physics for Games – Coursework 2 Specification and Mark Scheme
Motion Physics for typical Game Scenarios
Introduction
You are to build a small set of 3D physics demonstrations using the Unity Game Engine that can perform a variety of tasks in 3D using vector maths and equation of motion . This can be implemented in the language of your choice (Javascript or C#) though C# is preferred. Note that you are allowed to use the transform of all the game objects but not the rigid body or any of the Unity Physics. You must use the Euler method (described in the lectures) for all of the problems. You can use the structure Vector but not its methods such as normalized etc. Note that for high marks your solutions must be complete (meet all requirements), well coded, reusable, be a realistic, and take into account the dimension of the game objects in collisions. See the grade descriptors in this document.
Note that any mathematical symbols in bold are vector quantities.
Task 1:
Vector Maths – 25 Marks available
You shall build and test a class library consisting of at least the following functions. Note in Unity you can use Vector3 as your basic 3D vector structure. See Appendix A.
Function Max Mark3 %
3D vector addition 2
3D vector subtraction 2
3D dot product 2
Unit vector of a 3D vector 2
Vector reflection (axis aligned) 2
Polar to cartesian, Cartesian to Polar coordinates 3
Unit direction vector4 2
Magnitude of a 3D vector 2
Scaler multiple of 3D vector 2
Vectors nearly equal with radius 2
3D zero vector (0,0,0) 2
A point is on a line 2
Important Note: you should include at least one test for all these functions to get full marks in this section to demonstrate correctness in the functionality. Create a separate test script with hard coded test cases you can also use any built-in unit testing tools. Note you can use Debug.Log(…) to print your tests to the console.
Also note you may choose to create more methods such as vector projection in order to help you solve the problems.
Solve the following time- stepping problems using the Euler or similar method (see Appendix C) using your vector maths library:
Task 2 – 10 Marks available – 3D Trajectory problem with restitution
A) A trajectory in 3D (use a sphere) for a projectile that has a launch vector that can be set in design time. Time step = Time.deltaTime. The gravity vector is (0.0, -9.81,0.0). The initial position of the projectile can be anywhere in your scene. When the sphere lands (so y component of position very close to zero) then the sphere should bounce as though on a hard surface. See figure 1. Use a coefficient of restitution e that has a value that can be set at design time by using a public property on the script. Note that you need to decide when to stop the ball and this should be when the new bounce height (in y) is approaching zero. In other words, the vertical velocity after the bounce is smaller in than some tolerance (e.g. 0.01).
Figure 1 Ball in motion for 3D trajectory
Figure 2 Velocity setting
Figure 3 Showing entry for restitution (bounciness)
Task 3 – 15 Marks Available
This task is to create a scene that demonstrates a path follow routine using vector maths (direction vectors). Set up four or more game objects (waypoints) anywhere in a 3D scene. Another game object (a sphere) travels from waypoint to waypoint continuously at a speed that can be set via a public property in the Unity script. Once the sphere is within a given distance to the waypoint, it should then move in a circle around the waypoint and then on to the next waypoint (5 points for this step). The radius of the rotation can be set as a public property – see Figure 5 Waypoint script settings.
If your waypoints are labelled A B C D, then the order of travel shall be A B C D A and then repeat. The figure below shows an example scene with four cylinders as waypoints. Note that you must be able to move the waypoints to any location at design time and path follow with still work. Figure 6 shows the moving object’s public script properties.
Figure 4 Waypoint scene
Figure 5 Waypoint script settings
Task 4: – 25 Marks Available
A) Vector reflection and friction problem. Construct a plane surround by four solid walls. This is similar to the pool or snooker table and can be square or rectangular. Figure 6 show a stylised plane and four cubes stretched out to form the surrounding walls (think snooker table cushions to get the dimensions correct). For part A you only need one ball (sphere).
Note that it is very important that the ‘table’ is aligned with the x-z plane exactly so that the boundaries and axis-aligned so that you can use simple axis-aligned vector reflection. Note that this is essentially a 2D problem and the y-component is not needed for the calculations (though is used to position the sphere on that table when designing).
For the first part of the problem, you need to demonstrate axis-aligned vector reflection from the boundaries. To do this set up a sphere on the plane that can be assigned an initial velocity (z and x components only actually change). When the sphere hits a boundary, it should ‘reflect’ of both the vertical and horizontal boundaries realistically (angle of incidence = angle of reflection). To slow the ball down you need to add dynamic friction to the table which is a decelerating force, and this is the acceleration part of the problem (as the mass of spheres in the problem all equal 1). The friction factor can be varied at design time (see Figure 6) and friction is always acting as a force (so deceleration) in the opposite direction of the sphere’s velocity vector. In other words, to create the deceleration vector you need to get the unit direction vector of the sphere velocity, reverse it, and then scale that by the friction factor.
Figure 6 Properties for the ball showing velocity setting and friction factor
Figure 7 Textured scene for the vector reflection problem
B) Extension to Task 3. – Maximum of 25 marks for handling the first impact and the case of collisions between two moving balls (15 marks if only the first collision is handled) – see Appendix D for the formula for this.
You are to implement a two-ball collision at an arbitrary angle. Considering the scene in Figure 7 for the initial impact of the stationary red/target ball and cue ball, we have a white ball and red ball set up on the table. Using the code already created for part A, we can direct the white ball towards the red ball in the scene and because we control the initial velocity, we can hit the red ball at any angle. On collision the subsequent velocity vectors are dictated by the conservation of momentum a shown below. Note you can assume that the ball masses are equal so ??1 = ??2 and for the simple case that ???? = ??. You can also assume that all collisions are perfectly elastic. For full marks you need to handle the first impact (cue ball onto target ball) and secondary impacts of the balls even if both are moving, and in both cases you need to move both balls (update the positions) after any collision with side until the balls come to rest. Both balls should bounce realistically if they strike the boundaries after the impact.
2D conservation of momentum problem for an elastic collision at an angle.
???????? + ???????? = ???????? + ????????
Where ???? ???? and ???? ???? are the masses and initial velocities of the system and ????and ???? are the final velocities of the system. Again, the y-component for the velocities is always zero as we are only considering motion in the x-z plane.
Note as the masses are the same, we have the vector relationship of:
???? = ???? + ????
and by consideration of the conservation of kinetic energy (perfectly elastic collision) when the masses are equal and if ???? is zero we have:
????2 = ????2 + ????2
As can be seen in Appendix C the vector can be drawn as a right-angle triangle and so the vector ???? can be easily found once you know ???? at the point of impact.
See Appendix D for the full formula for collisions between moving balls and this can be used in all cases.
Note: You must comment code liberally to explain your steps.
The Coursework will be marked based on the following marking criteria
Marking Criteria Maximum component mark
Task 1: Vector maths library – to achieve high marks the library must be correct, well coded, and simple to use and be reusable. Marks are per correct function implemented (see main specification). Marks will be lost if the code is not testable so you must produce a test case. 25
Task 2 Part A: Trajectory in 3D for a projectile with restitution (sphere must bounce on landing) and the bounce must realistically correspond to change in the restitution value. This must be correct for high marks and meet all requirements. It must include the ability to change the velocity at design time. Code must be reusable e.g. for a different game object. 10
Task 3 Waypoint scene. Waypoints must be movable at design time and still be followed correctly. Motion must be continuous, and you must be able to the set the speed at design time as shown. Code must be reusable e.g., for a different number of waypoints. For maximum marks the motion around the waypoint must be implemented (there are 7 marks for this part). 15
Task 4: Part A: Vector reflection – for high marks you must take into account the dimensions of the spheres so that the bounces from the boundaries look realistic and all reflections must be correct. Dynamic friction must be applied to slow the balls down to an eventual stop. 25
Task 4 Extension: 2D conservation of momentum problem for an elastic collision at an angle. This must be mathematically correct and look realistic (balls move correctly after impact) for high marks and must meet all requirements. Secondary moving ball collisions need to be handled for maximum marks. 25
Total 100

Marking Grade Descriptors – for guidance only
80-100: An outstanding piece of work: All assessment criteria have been met at an exceptionally high standard
• Displays sophistication and originality in developing the solutions??
• Demonstrates rigour in mathematical technique ?
• Demonstrates complete and fit for purpose reusable solutions
• Demonstrates high detail of realism in all simulations
• Communicates complexity clearly and succinctly with excellent standard of presentation in the viva
70-79: An excellent piece of work: All assessment criteria have been met at a high standard
• Demonstrates sophisticated solutions ?
• Demonstrates rigour in mathematical technique
• Provides a robust and correct solution with some minor issues?
• Provides a high-quality realistic simulation
• Communicates ideas clearly and succinctly with good standard of presentation in the viva
60-69: Good piece of work: Demonstrates sound solutions to the problems
• Solutions presented are mathematically correct and rigorous
• Solution may be somewhat incomplete but presented work is correct
• Solutions presented behave reasonably realistically
• Communicates ideas clearly with a good standard of presentation in the viva
50-59: A sound piece of work: Most assessment criteria have clearly been met.
• Solutions all work but are not easily adaptable or reusable or not optimal solutions
• May lack mathematical rigour.
• Most simulations offer and element of realism but issues such as imprecise collision detection exists ?
• Communicates ideas using an appropriate format with few weaknesses in presentation
40-49: Significant parts of the assessment criteria are not met.
• Provides limitations in the practice and approach
• Demonstrates lack of analysis leading to issues on the simulations
• Some realism achieved in the simulations
• Lacks mathematical rigour
• Communication is unclear with significant weaknesses in presentation during the viva
0-39 FAIL: Most of the relevant assessment criteria area not been met.
• Demonstrates poor understanding of key concepts and techniques
• Shows significant weaknesses and omissions in completing the task
• Insufficient analysis
• Mathematics incorrectly applied
• Communication is unclear with major weaknesses in presentation in viva
Appendix A – class files
This appendix contains starter code for the 3D Vector library. Note that the maths library shall use static class methods only and be called Vector3DMaths. Note Vector3 is a built-in structure so no need to create this.
//3D Vector Maths Library
public static class Vector3DMaths {
//all static class methods as pure utility
//this deals with 3D vector maths
/**

  • Vector addition
    */
    public static Vector3 addVectors(Vector3 v1, Vector3 v2) {
    Vector3 result = new Vector3(); //necessary maths here return result;
    }
    … the rest of the class
    }
    Appendix C – Simplified Billiard ball problem –ball B has an initial velocity of zero

Appendix D – Two moving ball collision formula
This is the equation for calculating the final velocity of a two-ball collision where both balls are moving. This also works for the case of one moving ball (e.g. cue ball) and a second stationary ball.
Apart from the masses everything here is a vector quality
X1 and X2 are position vectors of the ball centres at the point of impact.
The angle brackets signifies a dot product of the vectors (v1 – v2) and (X1 – X2) etc.
?? is the final velocity and ?? is the initial velocity.
Note that || X2 – X1|| etc. is the magnitude of the vector subtraction X2-X1
If the masses are equal, then the mass term at the beginning reduces to be equal to 1
Appendix E – Euler method for Equation of motion
Pseudo-code for Euler method for equations of motion
Set up variables and constants: gravity vector, acceleration vector, initial velocity vector, initial position vector, time interval deltaT etc. Use this for all of the problems and note that for the waypoint problem the acceleration a is zero.
Loop – in Unity use the Update() method .
{
?? = ?? + ?? * ???????????? ?? = ???????? + ?? * ????????????
//update the objects position
//check if you need to change the motion e.g. position of projectile is below zero so need to bounce etc.
}
Note – if noted in bold above then these are vectors quantities

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Scenario analysis is a process of examining and evaluating possible events or scenarios that could take place in the future and predicting the various feasible results or possible outcomes for your venture.

Assessment instructions
The beginning of creative thinking in business starts with careful analysis of the scenario. Scenario analysis is a process of examining and evaluating possible events or scenarios that could take place in the future and predicting the various feasible results or possible outcomes for your venture.
The world around us is dynamic and ever changing. In order to confront the rapidly-evolving world around us, you need to have a system in place to adapt with the changes. It is absolutely essential to develop a solid understanding of the industry where you will operate.
In this assessment you will undertake a scenario analysis of an industry in which your product or service will compete. The goal is to understand the ins and outs of this industry so that you can build a comprehensive understanding of it. Scenario analysis is a great tool that helps to scan the environmental factors surrounding a business.
Your scenario analysis report should contain the following parts:
Executive summary
Provide a brief overview of your major findings presented in this report. This is where you need to summarise the main points as a result of your extensive research and formulation of your scenarios.
Introduction
You need to provide the reader with context about your idea. You may consider the following points when writing your introduction: • Provide a “name” to your idea/product/service • Inspiration – where did your idea come from?
• Market addressed – what is its purpose? What needs/wants does it address?
• Opportunity – why did you choose that particular product or service?
• Industry – what is the industry? (describe the level of competition and any barriers to entry in your scenario analysis)
Findings
Reflection on the chosen industry
(You will need to include at least 5 reliable sources – No blogs)
Once you have collected your ideas on your selected industry and product/service, you will conduct research. The purpose of the research is to gain an understanding of its trajectory – past, present and future by looking at trends and developments:
• What historical information exists (how/what was made in the past?)
• Existing product/service
o If you are working on something that exists, how is it currently performing?
o What is YOUR idea to improve it? o How can you take advantage of future opportunities through creative and innovative ideas?
• New product/service/idea o If a new product/service, how is the current market being addressed?
o What substitutes/alternatives (choices) exist? In other words, how are consumers currently satisfying their needs? Why do you believe they will find your offering appealing?
• What are the important trends and developments in your chosen industry that you seek to take advantage of?
Note: You need to link your idea with an industry of your choice and conduct your research accordingly.
Analysis of the key situational factors
As a result of your research, you will define the key factors that can influence your decision making. Remember to use tools such as SCAMPER, PESTEL, SWOT etc.
Develop scenarios
• Construct two (2) scenarios (one positive, one negative) and develop a narrative description for each. Refer to Scenario Analysis URL link in Assessment readings to assist you here.
• The scenarios need to be related to the purpose and based on your findings; so, you need to explain why you have created each scenario.
o How feasible is each of your alternatives?
References
The report must cite a minimum of five (5) appropriate business and/or scholarly sources such as academic journals, peer-reviewed articles, periodicals and research articles (use library search). Do not use Blogs.
Ensure you use APA referencing style for all references including intext references. Refer to the ICMS Style Guide for guidance.
Appendices
Information that is not essential to explain your findings, but supports your analysis (especially repetitive or lengthy information), validates your conclusions or pursues a related point should be placed in an Appendix.
Readings for the assessment Ashkenas, R., & Manville, B. (2018). The Harvard business review leader’s handbook: Make an impact, inspire your organization, and get to the next level. Boston: Harvard Business Publishing.
Bilton, C., & Puttnam, L. D. (2007). Management and creativity: From creative industries to creative management. Milton: Wiley.
Websites:
Scenario Analysis; Exploring Different Futures
https://www.mindtools.com/pages/article/newSTR_98.htm
Business News Daily
https://www.businessnewsdaily.com/
Department of Industry, Innovation and Science https://www.industry.gov.au
Harvard Business Review – Creativity https://hbr.org/topic/creativity
Innovation Management
http://www.innovationmanagement.se/
Intelligent HQ https://www.intelligenthq.com/
Grading Criteria / Rubric
ENT201A Assessment 1 Scenario Analysis – Marking Rubric
Criteria HD (85-100) D (75-84) CR (65-74) PASS
(50-64) FAIL (0-49)
Depth of reflection on the chosen industry (40%)
Excellent and in-depth reflection on the chosen industry with adequate data and contemporary insights. Good reflection on the chosen industry with adequate data and contemporary insights. General reflection on the chosen industry with adequate data and contemporary insights. Very simple reflection on the chosen industry with adequate data and contemporary insights. Poor in-depth reflection on the chosen industry.
Analysis of the key situational factors (20%) Strong evidence of synthesis of ideas presented and insights gained from the selected topics. Good evidence of synthesis of ideas presented and insights gained from the selected topics. Some evidence of synthesis of ideas presented and insights gained from the selected topics. Very little evidence of synthesis of ideas presented and insights gained from the selected topics. No evidence of synthesis of ideas presented and insights gained from the selected topics.
Develop plausible scenarios (20%) A number of plausible scenarios are discussed in a coherent and logical manner. Some plausible scenarios are discussed in a coherent and logical manner. Some scenarios are discussed. Needs further development of the concept. Some scenarios have been discussed, although there is significant gap in understanding. No plausible scenario has been clearly articulated. Thoughts are unclear.
Use of literature (10%) Significant recognised literature is used by following the correct referencing style. No Blog sources have been cited. Appropriate literatures are used by following the correct referencing style. Some appropriate literature are used by following the correct
referencing style
Marginal referencing and minimal usage of appropriate scholarly and academic literature. Poor referencing and no coherent literature are used.
Formatting, referencing (10%)
Excellent referencing Significant references are used by following the correct referencing style Appropriate references are used by following the correct referencing style Credible references are used by following the correct referencing style Marginal referencing. Overall referencing style is problematic and needs improvement. Poor referencing. Arguments are poorly supported with inadequate references
Page 5 of 5

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Scenario – Union Busting Plastico Corporation

Discussion Topic: Scenario – Union Busting Plastico Corporation hears through the “grapevine” that its employees are unhappy with the working conditions and wages being paid in the manufacturing plant are looking to bring in a union. In an effort to stop the plant’s unionization, Plastico posts a notice on the lunch room bulletin board stating that anyone found to be sympathetic to unions will be terminated. They also give all eligible employees who could join a union a pay raise. Are the actions by the company legal? Provide legal support for your response. Read Union Busting Plastico Corporation


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Whether the actions of the company were legal

            The action of the company was illegal because there are several legislations and laws that protect the employees from unfair labor practices. This action was one of the unfair practices by the UnionBusting Plastico Corporation. Among the legislations that protect the rights of employees in the workplace include Norris-LaGuardia Act of 1932, and Wagner Act of 1935, commonly referred to as the National Labor Relations Act of 1935.

            Prior to enactment of these legislations, previous legislation gave employer virtually all the powers. Although these legislations create an environment for the employees to get right to bargain collectively and established unions, unions took the advantage and approach the matter with a sinister twist. They went overboard by starting to feel powerful. To correct the mistake, Taft-Hatley amended the Wagner Act and the resultant was Labor Management Relations Act, which is also Taft-Hartley Act.

            The amendment also resulted to establishment of unfair union practices, and the Landrum-Griffin Act of 1959, which breath certain civil rights to union members and tame corrupt union official. For example, Section 7 of the NLRA protect employees right to engage in concerted activities for mutual aid or protection. These include the attempt by an employee to solicit union support from other employee, the discussion of unionization among employees, and union organizing. It also states that employees may unionize either by signing a sufficient number of authorization cards.             All the above legislations make it illegal for the employer to terminate services of employeesdue to organizing union. Therefore,…………………………………………………………………………………………………

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Contract analysis scenario

Final Contract Analysis scenario. Note: This is a two-part assignment that consists of two different contract analysis scenarios. Please answer both scenarios in one document.

Contract analysis scenario one—damages determination: Alfred and Barbara own adjoining farms in Dry County, an area where all agriculture requires irrigation. Alfred bought a well-drilling rig and drilled a 400-foot well from which he drew drinking water. Barbara needed no additional irrigation water, but in January 1985, she asked Alfred on what terms he would drill a well near her house to supply better-tasting drinking water than the county water she has been using for years. Alfred said that because he had never before drilled a well for hire, he would charge Barbara only $10 per foot, about one dollar more than his expected cost. Alfred said that he would drill to a maximum depth of 600 feet, which is the deepest his rig could reach. Barbara said, “OK—as long as you can guarantee completion by June 1, we have a deal.” Alfred agreed, and he asked for $3,500 in advance, with any further payment or refund to be made on completion. Barbara said, “OK,” and she paid Alfred $3,500.

Alfred started to drill on May 1. He had reached a depth of 200 feet on May 10 when his drill struck rock and broke, plugging the hole. The accident was unavoidable. It had cost Alfred $12 per foot to drill this 200 feet. Alfred said he would not charge Barbara for drilling the useless hole in the ground, but he would have to start a new well close by and could not promise its completion before July 1.

Barbara, annoyed by Alfred’s failure, refused to let him start another well. On June 1, she contracted with Carl to drill a well. Carl agreed to drill to a maximum depth of 350 feet for $4,500, which Barbara also paid in advance, but Carl could not start drilling until October 1. He completed drilling and struck water at 300 feet on October 30.

In July, Barbara sued Alfred, seeking to recover her $3,500 paid to Alfred, plus the $4,500 paid to Carl.

On August 1, Dry County’s dam failed, thus reducing the amount of water available for irrigation. Barbara lost her apple crop worth $15,000. The loss could have been avoided by pumping from Barbara’s well if it had been operational by August 1. Barbara amended her complaint to add the $15,000 loss.

Your contract analysis must be at least two pages in length and discuss Barbara’s suit against Alfred. What are Barbara’s rights, and what damages, if any, will she recover? Explain Article 2 of the Uniform Commercial Code pertaining to all types of transactions.

Contract analysis scenario two—remedies determination: Mundo manufactures printing presses. Extra, a publisher of a local newspaper, had decided to purchase new presses. Rep, a representative of Mundo, met with Boss, the president of Extra, to describe the advantages of Mundo’s new press. Rep also drew rough plans of the alterations that would be required in Extra’s pressroom to accommodate the new presses, including additional floor space and new electrical installations, and Rep left the plans with Boss.

On December 1, Boss received a letter signed by Seller, a member of Mundo’s sales staff, offering to sell the required number of presses at a cost of $2.4 million. The offer contained provisions relating to the delivery schedule, warranties, and payment terms but did not specify a particular mode of acceptance of the offer. Boss immediately decided to accept the offer and telephoned Seller’s office. Seller was out of town, and Boss left the following message: “Looks good. I’m sold. Call me when you get back so we can discuss details.”

Using the rough plans drawn by Rep, Boss also directed that work begin on the necessary pressroom renovations. By December 4, a wall had been demolished in the pressroom, and a contract had been signed for the new electrical installations.

On December 5, the President of the United States announced a ban on foreign imports of computerized heavy equipment. The ban removed—from the American market—a foreign manufacturer that had been the only competitor of Mundo. That afternoon, Boss received an email from Mundo stating, “All outstanding offers are withdrawn.” In a subsequent telephone conversation, Seller told Boss that Mundo would not deliver the presses for less than $2.9 million.

Your contract analysis must be at least two pages in length and discuss the following questions: Was Mundo obligated to sell the presses to Extra for $2.4 million? Assume Mundo was so obligated. What are Extra’s rights and remedies against Mundo?

Include an introduction in your paper. One source is required. Adhere to APA Style when creating citations and references for this assignment. APA formatting, however, is not necessary.


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Assignment

Contract analysis scenario one

            The case analysis indicated that the contract is binding to the two parties since they both agreed on terms and conditions. The scenario indicated that Alfred kept the promise and started drilling the well until it hit the rock. Although he incurred extra costs, it was evident that Alfred tried to uphold his end of the bargain(Kubasek, et al., 2016). He didn’t transfer the extra cost to Barbara even after his equipment broke. It was also evident that Alfred could not have completed the drilling of well on the agreed date due to unavoidable accident. As show of commitment, Alfred was willing to move to another location despite having drilled the well at higher cost that he was being paid.

            Barbara was not amused by the work and she didn’t allowed Alfred to move to another location. Instead, she hired Carl to drill another well, but Carl couldn’t commence the work immediately until October 1. Analysis showed that this was not a material breach since Alfred didn’t unjustifiably fail to carry out his obligation substantially under the contract. By hitting the rock, it was unavoidable and Alfred was determined to start drilling another well in a different location.             Barbara had a right to sue Alfred due to losses she incurred but it would be interesting to know the court findings. Analysis of compensatory damages showed that Barbara couldn’t have incurred loses if the well was delivered on time. According to Kabusek et al., (2016), “compensatory damages are the most frequently awarded…………………………………………………………………………………………………

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Review the scenario information provided (in the Appendix of this task) for Fast Track Couriers

Assessment Task 1- Case study Identify change requirements
Assessment description
Using the case study scenario information provided in the appendix, the you will identify strategic change needs, review existing policy, monitor trends in the external environment that impact on organisation’s objectives, identify operational change objectives, prioritise change requirements and consult experts or specialists to assist in identification of change requirements and opportunities. The candidate will then write a report to management outlining the change requirements.
Assessment instructions
1. Read the simulated workplace scenario (case study) in Appendix.
2. Review the learning completed for lead and manage organizational change.
3. Identifying the change requirements for the organisation.
4. This task requires you to meet with your manager (assessor) and other stakeholders. Form the individuals with specific roles to role-play as agreed by your assessor.
5. Complete the following assessment task activities during the allowed assessment date/s and time/s.
6. The assessment task is due on the date specified by your assessor.
7. Any variations to this arrangement must be approved in writing by your assessor.
8. Submit your work with any required evidence attached.
9. See the specifications below for details of submission requirements.
10. Time allowed for the assessment task is 4 hours.
Specifications to submit
You must provide:
? One report of 3-4-page detailing change requirements for the simulated organisation.
Performance objective
The candidate will demonstrate the skills and knowledge required to identify change requirements for an organisation.
Assessment context
Simulated work environment. This assessment will be conducted within the training facility in the specific training room allocated for the trainee/s during the training sessions planned for assessment using simulated workplace scenario with the access to materials and equipment facilitated by your assessor.
Required resources
1. Assessment task 1, assessment instructions and case scenario in Appendix 1 2. Computer with Internet access and word-process software (MS Word) 3. Workspace, table, chair and stationery and access to:
a. workplace documentation and resources
b. office equipment, materials and software packages
c. case studies or, where available, real situations
d. interaction with others.
Your assessor will be looking for:
Evidence of the ability to:
• analyse and interpret information about the organisation’s internal and external environment and consult with stakeholders to identify requirements and opportunities for changes that support organisational objectives
• prioritise opportunities for changes with input from managers
• develop a change management project plan for the priority changes incorporating resource requirements, risk management and timelines
• develop strategies to communicate or educate the changes and embed them
Your task
Using the case study information in the appendix, complete the following activities:
1. Review the scenario information provided (in the Appendix of this task) for Fast Track Couriers.
2. Prepare and write a report on change requirements for Fast Track by following steps 3–10 below.
3. Analyse the existing organisational policies and practices against strategic objectives objectives provided in the scenario to identify the change requirements for Fast Track Couriers:
a. Identify requirements for change
b. prepare an explanation of how your identified change needs link to the organisation’s strategic plan goal/s.
4. Review the organisation’s current state to understand how the current policies, practices and operations deliver against the organisation’s strategic goals.
5. Review the organisation’s performance against objectives with regards to its:
a. people
b. processes
c. technology
d. structure.
6. Monitor external trends to identify events or trends which may impact on the achievement of the organisation’s strategic plan goals:
a. identify two external trends
b. develop an explanation of how the trends currently impact or will impact organisational objectives.
7. Identify major operational change requirements:
a. identify changes due to performance gaps
b. identify changes due to business opportunities
c. identify changes due to threats
d. identify changes due to management decisions.
8. Identify specialists to be consulted to assist with identifying change needs:
a. identify specialists you will engage to help identify change requirements and be prepared to explain your reasons for engaging these specialists
b. identify what consulting model you would adopt to engage the specialists and be prepared to explain why you would use this model.
9. Assume your assessor is a specialist/expert of the kind you have identified in step 7. Consult with your assessor to assist with identification of change management requirements and opportunities.
10. Identify the managers that need to be informed. Prepare a plan that identifies who, when and how stakeholder managers will be engaged to review and prioritise change requirements.
11. Assume your assessor is a manager you have identified. Consult with your assessor to review the changes you propose and to help you prioritise changes. Suggest and justify the priority you have assigned to each change you recommend.
12. Write a 3–4 page report detailing change requirements for the organisation. Include all of the information you identified and explanations that you prepared in steps 3–10.
13. Submit all documents to your assessor as per the specifications below. Ensure you keep a copy of all work submitted for your records.

Appendix
Fast Track Couriers Pty Ltd
Task
It is the end of the 2011 financial year. You are an external change management consultant employed by Fast Track Couriers. You have been asked by the General Manager to prepare a report to identify opportunities and requirements for change for the organisation in the coming year.
You have been given some information about the organisation and the organisation’s strategic goals. Specific operational and human resources goals were developed to support the strategic goals.
The strategic goals were developed as a result of external market research indicating an opportunity for Fast Track Couriers to build market share in Sydney. The business has the opportunity to increase Sydney market share by 7.5% on the back increased efficiency and shorter delivery times from larger truck fleet and improved distribution systems.
You have also been given some information about employees and some background information regarding the organisation’s workforce relations.
Before submitting the final report, you will need to review your proposed changes with all relevant manager stakeholders. The General Manager is very concerned about identifying change requirements in close consultation with key management stakeholders within the organisation in order to ensure the least resistance to implementation.
About Fast Track Couriers
Fast Track Couriers is a courier company that has been operating in New South Wales for the last 15 years. Its primary business function is delivering medium to large size packages across metropolitan Sydney.
Strategic plan goals
The organisation’s strategic goals are:
? to expand business in the metropolitan area so that small to medium package deliveries market share increases by 7.5%
? to develop an integrated approach to distribution management utilising technology such as PDA devices and GPS
? to develop and maintain a cohesive and well-motivated workforce.
Strategic goals are supported by the following operational and human resources goals.
Operational plan goals
? Testing of the distribution management system is to cease and allow implementation within the first quarter of the 2012 financial year.
? The truck fleet will need to be expanded by 8 trucks within the 2012 financial year.
Human resources goals:
? To incorporate a Human Resources function to facilitate the changes in workforce management in the first quarter of the 2012 financial year.
? Introduce professional development and training to achieve organisational goals and promote understanding of organisation’s strategic goals in the first quarter of the 2012 financial year.
? Eliminate industrial relations problems in the 2012 financial year. Conclude negotiations with employees and union.
? Eliminate lifting injuries.
Employee profile
Fast Track Couriers employee the following people:
? General manager (GM) – Generally on the road; never in office.
? Chief financial officer (CFO) – Reports to GM and keeps office hours; 9–5, Mon–Fri.
? Accountant – Reports to CFO and keeps office hours; 9–5, Mon–Fri.
? Truck drivers (x20) – Report to office.
? Office team manager – Reports to GM and keeps office hours; 9–5, Mon–Fri.
? Office team members (x5) – Perform administrative, sales, customer relationship management duties. Monitor truck drivers and handle enquiries. Report to office team manager.
Head office employees
? Covered under individual contracts.
? Salary range $32,000–$75,000 annum.
? Small team of mainly female employees, ranging in age.
? Lots of opportunity to participate in learning and development programs due to management support; however little desire to participate.
? High employee engagement scores. Employees cite team work and opportunities as motivating factors affecting the business success.
Drivers
? Covered by an award.
? Salary $45,000 per annum.
? Heavily unionised.
? Employee demographics are all male employees aged 25–65.
? Little opportunity to participate in learning and development programs due to being on the road; however, little to no interest to participate in development opportunities.
? Large number of workplace injuries due to heavy lifting.
? Low employee engagement scores. Drivers cite pay as an issue.
? Currently experiencing low turnover.
? History of industrial disputes regarding pay and previous change initiatives.
Background to workforce management and relations
The company communicates with employees via email for head office employees and a printed monthly newsletter for drivers. The company provides information regarding policies procedures through documented manuals that are held in each truck as an employee manual. Office-based staff can access copies of these manuals at the office.
All trucks are fitted with a GPS system to assist drivers with navigating to each pick up and drop off location. Trucks are also assigned a PDA that provides drivers with the details of each pick up and drop off and records when a job starts and finishes. The data from this device is sent back to head office to monitor job progress but is not used to complete productivity reporting. When this device was introduced, drivers were not happy as they felt the organisation was saying that it did not trust the drivers to manually record the time spent on each job. Many of the drivers also resented having to learn how to use the device and thought it was a waste of time.
Head office employees work very closely together and are a very cohesive and motivated team. They are positive about the organisation’s direction and respond well to change.
Drivers have historically reacted negatively to change. Change implemented in the past has met with resistance and was therefore difficult to implement. Drivers have in the past done their best to block any changes from being implemented, even going to the lengths of threatening strike action and having the union involved to assist with resolving the issue.
Fast Track Couriers currently allocates two drivers per truck to ensure that drivers are able to load and unload heavy packages. The strategy going forward is to remove the need for having two drivers per truck by installing an automatic lift gate on the back of each gate at a cost of $10,000 per truck. This will mean that only one driver is needed per truck as no heavy lifting will be required.
It is Fast Track Couriers intention to use these surplus drivers to drive the new trucks that will be purchased to enable the company to extend its services to regional NSW.
Drivers are currently happy with the work environment as they enjoy working as part of a two-man team. The organisation typically leaves the drivers alone and lets them do their job as this is what seems to make them happy. Management has tried in the past to have drivers participate in organisational activities. These activities were not received positively and the drivers complained and asked not to be involved. The drivers’ view is that their preferred team is their two-man driver team and they only see the benefits of that specific working arrangement. There is a high value placed on communication with trucking team members.
Assessment Task 2 – Presentation Develop a change management strategy
Assessment description
Using the scenario information supplied, the candidate will undertake a cost-benefit analysis for high-priority change requirements, undertake a risk analysis, identify barriers, and develop mitigation strategies. The candidate will develop a change management project plan, assign resources and develop a reporting process. The candidate will then present their analysis and project plan to management for approval.
Assessment instructions
1. Review the simulated workplace in the Appendix (Fast Track Curriers) to undertake the project work and plan for your presentation.
2. Read the workplace scenario on the Appendix to understand the business context.
3. Develop a change management strategy for Fast Track, which you will present to management (your assessor) for approval, by following steps 3–8 below
4. Plan, prepare and deliver a PowerPoint presentation for 15-20 minutes.
5. Allow yourself to answer the question that may be raised by your manager (assessor) during the presentation regarding your emotional intelligence aspects.
6. Complete the following assessment task activities during the allowed assessment date/s and time/s.
7. The assessment task is due on the date specified by your assessor.
8. Any variations to this arrangement must be approved in writing by your assessor.
9. Submit your work with any required evidence attached.
10. See the specifications below for details of submission requirements.
11. Time allowed for the assessment task is 4 hours.
Specifications to submit
You must deliver a 15-20 minutes presentation and then submit copy of:
? One PowerPoint presentation containing analysis and change management project plan.
Performance objective
The candidate will demonstrate the skills and knowledge required to develop a change management strategy.
Assessment context
Simulated work environment. This assessment will be conducted within the training facility in the specific training room allocated for the trainee/s during the training sessions planned for assessment using simulated workplace scenario with the access to materials and equipment facilitated by your assessor.
Required resources
4. Assessment task 2, assessment instructions and case scenario in Appendix 1 5. Computer with Internet access and word-process software (MS Word) 6. Workspace, table, chair and stationery and access to:
a. workplace documentation and resources
b. office equipment, materials and software packages
c. case studies or, where available, real situations
d. interaction with others.
Your assessor will be looking for:
? your knowledge of change management process or cycle
? knowledge of components of change management project plan
? knowledge of specific organisational requirements
? knowledge of potential barriers to change
? knowledge of a range of strategies for embedding change
? leadership skills to gain acceptance of plan and gain trust
? planning and organising skills
? problem-solving skills to identify and respond to barriers to change and analyse risks
? verbal communication skills to describe and promote change management plan.
? evidence of your ability to develop a change management project plan for the priority changes incorporating resource requirements, risk management and timelines
? develop strategies to communicate or educate the changes and embed them
? obtain approvals and agree reporting protocols with relevant managers and implement the plan including addressing barriers to change
Your Task
Using the case study in appendix, complete the following activities:
1. Review the simulated workplace information for Fast Track Couriers.
2. Develop a change management strategy for Fast Track, which you will present to management (your assessor) for approval, by following steps 3–8 below.
3. Identify change goals and specify:
a. who/what is impacted?
b. how they are impacted?
c. when the impacts will be realised?
4. Identify the change goals you have identified are related to organisation’s strategic goals.
5. Undertake a cost-benefit analysis of the of the change requirements. Include:
a. the change requirements
b. the costs of changes
c. risks
d. the possible benefits of each change
e. assessment of the benefits against the costs and risks
f. categorised changes:
i. feasible (F)
ii. maybe feasible (MF)
iii. not feasible (NF).
6. Undertake a risk analysis of the change requirements:
a. identify the risks and barriers
b. analyse and evaluate the risks and barriers
c. identify mitigation strategy.
7. Develop a change management project plan. In order to justify your plan, include a brief explanation of the change management theory/methodology followed to embed change. Your plan must reflect theory and you must be prepared to explain to management how key elements of your plan, such as stakeholder management, communication, education/training plans, show elements of a particular theory.
8. Include the following components in your plan:
a. Stakeholder management:
i. identify key stakeholders and roles
ii. identify commitment level iii. identify concerns/issues (and how can these will be addressed) iv. consultation methods for engaging identified stakeholders.
b. Communication plan:
i. audience
ii. message
iii. when this communication will occur iv. how the message will be communicated (e.g. email, face to face, newsletter)
v. person responsible.
c. Education/training plan:
i. participants
ii. the skills the training will provide
iii. when the training will occur iv. how the training will be delivered (e.g. class room, online, on-thejob)
v. person responsible.
9. Your project plan should also include a measuring/reporting strategy.
Measurement and reporting strategy should include:
a. how you will measure success
b. how you will report success including:
i. format of reports
ii. when will reports be produced (weekly, fortnightly, monthly)?
iii. who will receive a copy of the report?
10. Finally, your project plan should also include a list of resources (tools, supplies, etc.)
11. Deliver a formal presentation of 15-20 minutes (using PowerPoint) to management (your assessor) to gain approval for your change management strategy. Your assessor will approve your strategy based on your completion of this assessment task and satisfaction of specifications above.
12. Ask for authorisation to implement strategy.
13. Submit all documents to your assessor as per the specifications below. Ensure you keep a copy of all work submitted for your records.
Appendix
Task: Fast Track Couriers Pty Ltd
It is the end of the 2011 financial year. You are an external change management consultant employed by Fast Track Couriers. You have been asked by the General Manager to develop a change management strategy and present the strategy to management for approval.
Management has identified the following high-priority change requirements:
? Goal A: Implement PDA/ GPS usage (productivity function) on truck fleet in the first quarter of the 2012 financial year.
? Goal B: Implement one person/truck policy using automatic lift gates in the first quarter of the 2012 financial year.
Achievement of these goals should increase net profit in the next financial year by $200,000 due to increased efficiencies and increased business.
Goal A is essential to the business to ensure (in priority order):
1. Most efficient use of resources to cover market needs. Management will look at more than the raw hours spent on job and consider all factors such as job difficulty, traffic conditions in order to optimise fleet usage.
2. Job performance measurement for training needs.
3. Recognition of outstanding performance (bonuses for exceeding targets; advancement/ leadership opportunities).
Goal B is essential to the business to ensure:
? Most efficient use of resources to cover market needs.
? Reduced need to hire external truckers; use present employees as much as possible.
? Reduced possibility of lifting injury.
The change management strategy, once approved by the General Manager, should be implemented immediately.
People/structure
Fast Track Couriers has implemented and recruited the people required to fill the roles in the following organisational structure:
Managerial duties/role description
General manager/CFO Oversees company; approves major business decisions such as strategic goals, change management initiatives; reports to board of directors; prepares financial reports.
HR manager Oversees and implements change management programs; collect feedback, assessment results, and all other data regarding change management; provides report to the General Manager on implementation of major changes; oversees recruitment.
Sales manager Coordinates sales team; provides sales team training; manages performance of sales team.
Trucking /operations manager Coordinates activities of trucking team; manages performance of trucking team; compiles productivity reports; manages operations, authorises purchasing of operational equipment etc.
Office manager Coordinates activities of accountant and administrative support. Authorises payroll.
Resourcing/budget:
The budget for implementing the change strategy (excluding cost of new trucks, technology and lift gates, lost productivity from truckers) is $25,000. Overruns must be approved by General Manager.
You will be employed for two weeks full-time (40 hrs/week) and 8 hours a week until end of the first quarter.
Resources:
The following resources are available for your use:
Resource Cost Availability
Project analyst/manager (you). $100/hour Length of project, as needed
Trucking manager (Bob Rogers). – Length of project, as needed
Sales team member with high-level oral and written communication skills to assist new Human Resources manager (Jessica Smith). – Length of project, as needed
New Human Resources manager Peggy Anderson). –
PDA/GPS trainer (Jack MacDonald). $150/hour Length of project, as needed
Lift gates trainer (Erin
Mitchell) $150/hour Length of project, as needed
Head office training rooms equipped with training supplies for five participants. – 2nd week of July 2011 only.
PDA/GPS device, based at office. – Length of project, as needed
One new truck with tail gate based at office – Length of project, as needed
Other resources must be requested for approval by General Manager.
Education/ training
? Goal A: Implement PDA/ GPS usage (productivity function) on truck fleet in the first quarter of the 2012 financial year. Requires a half-day training session.
? Goal B: Implement one person/truck policy using automatic lift gates in the first quarter of the 2012 financial year. Requires a half-day training session.
Project management reporting
The General Manager would like you to report to her on a daily basis in the initial week of the project and then weekly until the end of the first quarter. The HR manager should receive a copy of this report.
Template
Fast Track Couriers policy mandates the use of the following project management template.
? Green: completed ? Amber: in progress
? Red: not completed.
Reporting element Measures Status
Change goal
Project management Delivery of project activities as per project plan for each stream Overall status:
– People
– Process
– Technology
– Structure
Stakeholder Management Stakeholders engaged and comfortable with current position
Communication Communication plan activities on schedule
Education Education plan activities on schedule
Cost benefits Project budget on track
Reporting element Measures Status
Cost benefits on track to be realised
Risk Management Risk management plan effectively managing risk

Background information: Fast Track Couriers Pty Ltd
About Fast Track Couriers
Fast Track Couriers is a courier company that has been operating in New South Wales for the last 15 years. Its primary business function is delivering medium to large size packages across metropolitan Sydney.
Strategic plan goals
The organisation’s strategic goals are:
? To expand business in the metropolitan area so that small to medium package deliveries market share increases by 7.5%.
? To expand the business to include small and medium package deliveries to regional NSW.
? To develop an integrated approach to distribution management utilising technology such as PDA devices and GPS.
? To develop and maintain a cohesive and well-motivated workforce.
Strategic goals are supported by the following operational and human resources goals.
Operational plan goals
? Testing of the distribution management system is to cease and allow implementation within the first quarter of the 2012 financial year.
? The truck fleet will need to be expanded by 8 trucks within the 2012 financial year.
? Small distribution hubs will be positioned at Maitland, Goulburn, Nowra and Bathurst each manned by two employees within the next eighteen months.
? Fast Track Couriers will complete 20% of deliveries to regional locations in the next three years.
Human resources goals:
? To incorporate a Human Resources function to facilitate the changes in workforce management in the first quarter of the 2012 financial year.
? Introduce professional development and training to achieve organisational goals and promote understanding of organisation’s strategic goals in the first quarter of the 2012 financial year.
? Eliminate industrial relations problems in the 2012 financial year. Conclude negotiations with employees and union.
? Eliminate lifting injuries.
Employee profile (pre-changes)
Fast Track Couriers employee the following people:
? General manager (GM) – Generally on the road; never in office.
? Chief financial officer (CFO) – Reports to GM and keeps office hours; 9–5, Mon–Fri.
? Accountant – Reports to CFO and keeps office hours; 9–5, Mon–Fri.
? Truck drivers (x20) – Report to office.
? Office team manager – Reports to GM and keeps office hours; 9–5, Mon–Fri.
? Office team members (x5) – Perform administrative, sales, customer relationship management duties. Monitor truck drivers and handle enquiries. Report to office team manager.
Head office employees
? Covered under individual contracts.
? Salary range $32,000–$75,000 annum.
? Small team of mainly female employees, ranging in age.
? Lots of opportunity to participate in learning and development programs due to management support; however little desire to participate.
? High employee engagement scores. Employees cite team work and opportunities as motivating factors affecting the business success.
Drivers
? Covered by an award.
? Salary $45,000 per annum.
? Heavily unionised.
? Employee demographics are all male employees aged 25–65.
? Little opportunity to participate in learning and development programs due to being on the road; however, little to no interest to participate in development opportunities.
? Large number of workplace injuries due to heavy lifting.
? Low employee engagement scores. Drivers cite pay as an issue.
? Currently experiencing low turnover.
? History of industrial disputes regarding pay and previous change initiatives.
Background to workforce management and relations
The company communicates with employees via email for head office employees and a printed monthly newsletter for drivers. The company provides information regarding policies procedures through documented manuals that are held in each truck as an employee manual. Office-based staff can access copies of these manuals at the office.
All trucks are fitted with a GPS system to assist drivers with navigating to each pick up and drop off location. Trucks are also assigned a PDA that provides drivers with the details of each pick up and drop off and records when a job starts and finishes. The data from this device is sent back to head office to monitor job progress but is not used to complete productivity reporting. When this device was introduced, drivers were not happy as they felt the organisation was saying that it did not trust the drivers to manually record the time spent on each job. Many of the drivers also resented having to learn how to use the device and thought it was a waste of time.
Head office employees work very closely together and are a very cohesive and motivated team. They are positive about the organisation’s direction and respond well to change.
Drivers have historically reacted negatively to change. Change implemented in the past has met with resistance and was therefore difficult to implement. Drivers have in the past done their best to block any changes from being implemented, even going to the lengths of threatening strike action and having the union involved to assist with resolving the issue.
Fast Track Couriers currently allocates two drivers per truck to ensure that drivers are able to load and unload heavy packages. The strategy going forward is to remove the need for having two drivers per truck by installing an automatic lift gate on the back of each gate at a cost of $10,000 per truck. This will mean that only one driver is needed per truck as no heavy lifting will be required.
It is Fast Track Couriers intention to use these surplus drivers to drive the new trucks that will be purchased to enable the company to extend its services to regional NSW.
Drivers are currently happy with the work environment as they enjoy working as part of a two-man team. The organisation typically leaves the drivers alone and lets them do their job as this is what seems to make them happy. Management has tried in the past to have drivers participate in organisational activities. These activities were not received positively and the drivers complained and asked not to be involved. The drivers’ view is that their preferred team is their two-man driver team and they only see the benefits of that specific working arrangement. There is a high value placed on communication with trucking team members.
Assessment Task 3 – Project & Written Questioning Implement a change management strategy
Assessment description
This assessment task has two parts as Part A and Part B. For Part A, using the case study scenario information provided in the appendix, the you will conduct an implementation review. You will then consult with a union representative and General Manager to receive input and develop a revised communication plan. Finally, you will deliver a 30-minute information session to employees. For Part B, you are required to answer 4 questions related organisational change management.
Assessment instructions
11. Read the simulated workplace scenario for Fast Track Couriers in Appendix.
12. Review the learning completed for lead and manage organizational change.
13. Undertake the project of implementing change management strategy you have developed in assessment task 2.
14. This task requires you to meet with your manager (assessor) and other stakeholders. Form the individuals with specific roles to role-play as agreed by your assessor.
15. Complete the following assessment task activities during the allowed assessment date/s and time/s.
16. The assessment task is due on the date specified by your assessor.
17. Any variations to this arrangement must be approved in writing by your assessor.
18. Submit your work with any required evidence attached.
19. See the specifications below for details of submission requirements.
20. Time allowed for the assessment task is 4 hours. Specifications to submit
You must submit copy of:
? one survey
? one revised communication plan (including highlighted strategic element/s)
? one 30-minute information session plan (including creative activity for gaining trust and acceptance of change process).
Performance objective
The candidate will demonstrate the skills and knowledge required to implement a change management strategy.
Assessment context
Simulated work environment. This assessment will be conducted within the training facility in the specific training room allocated for the trainee/s during the training sessions planned for assessment using simulated workplace scenario with the access to materials and equipment facilitated by your assessor.
Required resources
7. Assessment task 3, assessment instructions and case scenario in Appendix 1 8. Computer with Internet access and word-process software (MS Word) 9. Workspace, table, chair and stationery and access to:
a. workplace documentation and resources
b. office equipment, materials and software packages
c. case studies or, where available, real situations
d. interaction with others.
Your assessor will be looking for:
? knowledge of change management process
? knowledge of components of change management project plan
? knowledge of specific organisational requirements from the scenario
? knowledge of potential barriers to change from the scenario
? knowledge of a range of techniques for embedding change and gaining trust
? application of leadership skills to gain acceptance of plan and gain trust
? application of innovation skills to develop creative ways of getting people to accept change
? application of planning and organising skills
? application of problem-solving skills to respond to barriers to change
? application of project management skills to implement change management strategy
? application of teamwork skills to consult with relevant groups for input
? application of verbal communication skills to describe and promote change management plan.
Your task
Part A – Project work
Using the case study in appendix, complete the following activities:
1. Review the simulated workplace information for Fast Track Couriers.
2. Following the original communications plan (provided scenario below), develop a survey to gather feedback from employees.
3. Meet with a union representative (your assessor) to receive and discuss results of survey. Ask for additional input to help you revise your change management communications strategy.
4. Revise communications plan in consideration of barriers identified through consultation process (with your assessor acting as a union representative) and those identified in risk analysis.
5. Identify and address the barriers to change. Highlight strategic elements in your plan which you will deploy to gain trust and acceptance of change.
6. Meet with General Manager (assessor) to discuss ideas for revised communications strategy. Discuss creative technique, activity or tactic you will use to gain trust and acceptance in the 30-minute information session you will deliver.
7. Develop a session plan for a 30-minute information session. Include an outline of what activities you will be doing, how long and how the activity will achieve the goal of employee acceptance of change process over barriers identified.
8. Deliver session to employees (your assessor/other learners).
9. In your session, describe how to conduct regular evaluation and review and modify project plan where appropriate to achieve change program objectives
10. Submit all documents to your assessor as per the specifications above.
Part B – Written Questioning
Answer the following questions in general terms (not related to the case study in appendix)
1. Explain the change management process or cycle and strategies for communicating and embedding change
2. Explain how organisational behaviour and the external environment can impact on change strategies
3. Describe the components of a change management project plan
4. List potential barriers to change and explain possible strategies to address barriers.
Appendix 1
Task: Fast Track Couriers Pty Ltd
It is the end of the 2011 financial year and one month into the implementation of a change management strategy. You are hearing that the implementation has not achieved the employee’s trust, understanding and support that you expected and is essential for success.
You are an external change management consultant employed by Fast Track Couriers to revise the communications strategy. You have been asked by the General Manager to develop and deliver an innovative and more effective communications strategy.
Following the original communications plan, you will need to evaluate the management of truck drivers through the change management process. Develop a survey to gauge opinion on the following ten dimensions of employee satisfaction:
Dimension Description
Training Adequate for role?
Role Clarity Are roles and responsibilities clear?
Trust Do employees trust the change management (CM) process and management?
Evaluation Is performance fairly measured?
Leadership Is leadership adequate and confidence inspiring?
Communication Is communication clear and two-way?
Procedures Are there clear and effective procedures to follow?
Recognition Is performance recognised?
Diversity Are individual differences valued and appreciated by Fast Track Couriers?
Team work Is team work encouraged and promoted?
Once you have completed the survey, meet with the union representative (assessor) to discuss results and get additional input.
Develop a draft revised communications plan to conform to the identified risks in the risk management analysis.
After you have gathered input, meet with the General Manager (assessor) to discuss your suggested revision of the communications strategy.
You will then need to implement the revised strategy. Part of the revised communications plan will include a 30 minute information session that you will deliver to the employees.
Progress of implementation
The project manager has prepared the following progress report:
Green: Completed
Amber: In progress
Red: Not completed
Reporting element Measures Status
Change goal Goal A: Implement PDA/ GPS usage (productivity function) on truck fleet in the first quarter of the 2012 financial year. RED
Project management Delivery of project activities as per project plan for each stream Overall status:
People GREEN
Process GREEN
Technology GREEN
Structure. GREEN
Stakeholder Management Stakeholders engaged and comfortable with current position. RED
Communication Communication plan activities on schedule. GREEN
Education Education plan activities on schedule. RED
Cost benefits Project budget on track. RED
Cost benefits on track to be realised. RED
Risk Management Risk management plan effectively managing risk. RED
Risk management analysis
Risk/Barriers Impact Likelihood Strategies for mitigating risk
Lack of trust regarding use of productivity data.
Refusal to implement. High impact medium Communications and training to outline business need.
Address employee concerns.
Industrial action. High impact medium Address employee concerns.
Gain trust and acceptance.
Current communications plan
Audience Message (with strategic elements) When Communicati on method Person responsible
HR manager Change management
strategy – duties of HR manager. 9 am–10
am, 1 July 2012. Email (invite with agenda).
Face-to-face (office training room). CM
consultant
Trucking/ operational manager Change management
strategy – duties of trucking manager. 11.30 am–
12.30 pm, 1 July 2012. Email (invite with agenda).
Face-to-face (office training room). HR manager
Management team Change management
strategy – duties of HR manager. 2 pm–3
pm, 1 July 2012. Email (invite with agenda).
Face-to-face (office training room). HR manager
Trucking team Change management strategy impacts to trucking team.
Duties of truckers – provide an explanation of what will be required.
Business need – Gain support by emphasising possible effects on jobs.
Training schedule – emphasise mandatory nature and threaten performance review consequences for non compliance. 9 am–10
am, 4 July 2012. Email
HR manager
(assistant may draft)
Sales team Change management strategy summary.
Benefits to organisation. 11 am–
11.30 am, 4 July 2012. Face-to-face (office training room). Sales manager to run team meeting
Office team:
Accountant; Administrative support person Change management strategy summary.
Benefits to organisation. 11.30 am–12
pm, 4 July 2012. Face-to-face (office training room). Office manager to run team meeting
Truckers
(All other employees to receive brief summary only) Request for feedback. three weeks posttraining. Feedback survey on ten dimensions of employee satisfaction.
New CM
consultant to design and implement.
HR Manager to research benchmarkin
g.
Goals
FTC has the following goals for the Change Management strategy:
? Goal A: Implement PDA/ GPS usage (productivity function) on truck fleet in the first quarter of the 2012 financial year.
? Goal B: Implement one person/truck policy using automatic lift gates in the first quarter of the 2012 financial year.
Achievement of these goals should increase net profit in the next financial year by $200,000 due to increased efficiencies and increased business.
Goal A is essential to the business to ensure (in the following order of importance):
1. Most efficient use of resources to cover market needs. Management will look at more than the raw hours spent on job and consider all factors such as job difficulty, traffic conditions in order to optimise fleet usage.
2. Job performance measurement for training needs.
3. Recognition of outstanding performance (bonuses for exceeding targets; advancement/ leadership opportunities).
Goal B is essential to the business to ensure:
? Most efficient use of resources to cover market needs.
? Reduced need to hire external truckers and use present employees as much as possible.
? Reduced possibility of lifting injury.
Background information: Fast Track Couriers Pty Ltd
About Fast Track Couriers
Fast Track Couriers is a courier company that has been operating in New South Wales for the last 15 years. Its primary business function is delivering medium to large size packages across metropolitan Sydney.
Strategic plan goals
The organisation’s strategic goals are:
? To expand business in the metropolitan area so that small to medium package deliveries market share increases by 7.5%.
? To expand the business to include small and medium package deliveries to regional NSW.
? To develop an integrated approach to distribution management utilising technology such as PDA devices and GPS.
? To develop and maintain a cohesive and well-motivated workforce.
Strategic goals are supported by the following operational and human resources goals.
Operational plan goals
? Testing of the distribution management system is to cease and allow implementation within the first quarter of the 2012 financial year.
? The truck fleet will need to be expanded by 8 trucks within the 2012 financial year.
? Small distribution hubs will be positioned at Maitland, Goulburn, Nowra and Bathurst each manned by two employees within the next eighteen months.
? Fast Track Couriers will complete 20% of deliveries to regional locations in the next three years.
Human resources goals:
? To incorporate a Human Resources function to facilitate the changes in workforce management in the first quarter of the 2012 financial year.
? Introduce professional development and training to achieve organisational goals and promote understanding of organisation’s strategic goals in the first quarter of the 2012 financial year.
? Eliminate industrial relations problems in the 2012 financial year. Conclude negotiations with employees and union.
? Eliminate lifting injuries.
People/structure
Fast Track Couriers has implemented and recruited the people required to fill the roles in the following organisational structure:
Managerial duties/role description
General manager/CFO Oversees company; approves major business decisions such as strategic goals, change management initiatives; reports to board of directors; prepares financial reports.
HR manager Oversees and implements change management programs; collect feedback, assessment results, and all other data regarding change management; provides report to GM on implementation of major changes; oversees recruitment.
Sales manager Coordinates sales team; provides sales team training; manages performance of sales team.
Trucking /operations manager Coordinates activities of trucking team; manages performance of trucking team; compiles productivity reports; manages operations, authorises purchasing of operational equipment etc.
Office manager Coordinates activities of accountant and administrative support. Authorises payroll.
Background to workforce management and relations
The company communicates with employees via email for head office employees and a printed monthly newsletter for drivers. The company provides information regarding policies procedures through documented manuals that are held in each truck as an employee manual. Office-based staff can access copies of these manuals at the office.
All trucks are fitted with a GPS system to assist drivers with navigating to each pick up and drop off location. Trucks are also assigned a PDA that provides drivers with the details of each pick up and drop off and records when a job starts and finishes. The data from this device is sent back to head office to monitor job progress but is not used to complete productivity reporting. When this device was introduced, drivers were not happy as they felt the organisation was saying that it did not trust the drivers to manually record the time spent on each job. Many of the drivers also resented having to learn how to use the device and thought it was a waste of time.
Head office employees work very closely together and are a very cohesive and motivated team. They are positive about the organisation’s direction and respond well to change.
Drivers have historically reacted negatively to change. Change implemented in the past has met with resistance and was therefore difficult to implement. Drivers have in the past done their best to block any changes from being implemented, even going to the lengths of threatening strike action and having the union involved to assist with resolving the issue.
Fast Track Couriers currently allocates two drivers per truck to ensure that drivers are able to load and unload heavy packages. The strategy going forward is to remove the need for having two drivers per truck by installing an automatic lift gate on the back of each gate at a cost of $10,000 per truck. This will mean that only one driver is needed per truck as no heavy lifting will be required.
It is Fast Track Couriers intention to use these surplus drivers to drive the new trucks that will be purchased to enable the company to extend its services to regional NSW.
Drivers are currently happy with the work environment as they enjoy working as part of a two-man team. The organisation typically leaves the drivers alone and lets them do their job as this is what seems to make them happy. Management has tried in the past to have drivers participate in organisational activities. These activities were not received positively and the drivers complained and asked not to be involved. The drivers’ view is that their preferred team is their two-man driver team and they only see the benefits of that specific working arrangement. There is a high value placed on communication with trucking team members


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strategic facility planning through a real life scenario.

This presentation looks at the ins and out of strategic facility planning through a real life scenario. This presentation offers much valuable insight to this topic.  I’d love to hear your thoughts.

Please internet reference only. Thank you 

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Scenario Clara angry at another she bites him/her. You have talked to her several times about using her words vs. biting.

 behavior modification  

you are to write a behavior modification/operant conditioning plan for the following scenarios

positive behavior – state it

positive reinforcement – state what is it

negative behavior – state it

negative reinforcement – state what is it  

#1 Scenario Clara angry at another she bites him/her. You have talked to her several times about using her words vs. biting. You have given her remedies when she was getting angry and before biting. nothing seems to be helping her.

you have decided it is time for an operant conditioning ( behavior modification) plan

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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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You are a secondary officer assigned to a call. You will use the same scenario from Milestone One for practice

Instructions

Using the scenario from Milestones One, Two, and Three, submit a full draft of your incident report. Make sure to include all the elements in the final project document. Be sure the report is complete, concise, clear, and correct, and that it describes the incident and outcomes through the use of information that answers the six essential questions. The instructor will provide feedback in the next module.

In Module Seven, you will complete your final project. This final submission is based on a different scenario and video. Keep in mind that in Module Seven you will only be able to view this video once and that you will have to complete the Field Notes and Incident Report based upon this viewing. Use what you have learned from the milestones to prepare for this final assessment. 

Scenario One: You are the primary officer assigned to complete a report about this incident. Assemble a list of field notes based on your observations and on information that you consider to be necessary for the formulation of your report. Remember you will not be able to ask any questions, but keep in mind the information that you want to make note of. 

Scenario Two: You are a secondary officer assigned to a call. You will use the same scenario from Milestone One for practice. The primary officer is completing the original report and has asked you to take witness statements and complete the supplemental report section of the incident report, which details the information you have learned. 

Also, 100% free of plagiarism and completed on time!