The Arbitration Case Of Jesse Stansky

  1. Which arguments should be given more weight: those based on company policy, the employee handbook, and the labor agreement or mitigating factors given by the grievance and his witnesses? Explain.
  2. How might unprofessional conduct be defined? Explain
  3. If you were the arbitrator, how would you rule in this case? Explain fully the reasons for your decision.

Provide Answers to the question in the form of an APA Style Template. You will be addressing this case study, answering the questions in conjunction with a paper assignment. Do not provide just the answers only in your attempt. Also, find at least three articles beyond the textbook, two of them connected to Grantham University Library, one from another approved  and websites beyond GU Library, (Wikipedia, not accepted) that supports, refutes, and or provide Best Practices or other alternatives related to the topic. This assignment is to be at least 1000 words and does not include the words in the Title page, Abstract, and Reference page. Assignments less than 1000 words will be graded as not meeting the requirements and will receive a score of 0-50, depending on content.

This assignment is to assess the mastery of your ability to critically analyze case studies to promote best practices from the realm of HRM.

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report help

Creating a Report

In Week 3: Assignment 1, you began the Pre-Writing step for a report for your boss on Richard Hackman’s statement that using a team to complete a complex project may not be the best approach.

Your assignment this week is to continue the 3×3 writing process and complete the report.

Continuing your research using Scholarly sources and the Internet, complete the report. Your report must include the following:

· An outline of how you have formulated your response to Richard Hackman’s statement. Your outline should provide a reasonable framework for the report and show where you are going to use each of the pieces of information you found through your research

· An introduction to the report that explains the purpose of the report, the significance of the topic, and a preview of the main points to be discussed

· The body of the report that uses clear headings and topics arranged logically, in an appropriate tone

· Meaningful conclusions and practical recommendations in the report

· Multiple current and credible sources

Support your responses with examples.

Cite any sources in APA format.

Grading Criteria
Provided an outline of how the response to Richard Hackman’s statement was formulated that provides a reasonable framework for the report.
Provided an introduction to the report that explains the purpose of the report, the significance of the topic, and a preview of the main points to be discussed.
Created the body of the report that used clear headings and topics arranged logically, in an appropriate tone.
Provided meaningful conclusions and practical recommendations in the report.
Provided multiple current and credible sources in the report.
Written components.

Report from week 3A1

Using a team to complete a complex project may not be the best approach” J. Richard Hackman

What are the first steps of the 3×3 writing process–the prewriting process?

The pre writing process involves the following steps as illustrated below;

Analyze; ask what the main message in the writing and how the message itself is to be delivered. The mode of deliver could be anything such as email, letter, memo or even a presentation.

Anticipate; in order to determine the tone of the message consider what type of audience you would be dealing with as well as their possible reaction when they receive the message eventually. For instance this writing will be meant for the boss consumption therefore the tone must be formal than if this writing would be directed to a fellow worker.

Adapt; is a combination of the middle analyses and the anticipation stages above. Adaptation according to Guffey (2008) is creating a message in order to make it suit the audience. In adapting the message we importantly consider how the audience will react to the message. As a writer try to narrow down to the specific audience and it’s requirement. By keeping the reader in mind business writer cultivate a proper relation with the reader and are in turn most likely to achieve their purpose. 

What is the purpose of your report?

This report is to inform my company’s boss of the truth and the substance in J Hackmans statement concerning using groups to complete complex project. The statement states that using teams may not be the best approach when it comes to completing complex project. This report is to shade more light on the importance of this statement through a well drafted research.  

Why are you writing this report?

This report is being report on request by my boss. He has stated that he needs a report on Hackmans statement since the statement is contrary to the business practice therefore it’s important that the information be proven right or wrong.

What do you hope to achieve with this report?

This report is aimed at ensuring that the boss is well informed on the matters that concern the use of teams to complete project. The report aims to satisfy the need of the company boss by presenting him with a well researched and written report that either asserts Hackmans statement or fully contradict it.

What is the best channel to send your report?

A report is a formal communication that is presented after a thorough investigation or research on a certain question or idea. Every report before is prepared must be authorized by the immediate individual in authority who tasks either a group or individual with the responsibility of researching or investigating.

 What factors did you consider in making this decision?

In deciding the channel to use in sending the report I considered the level of formality involved in the report and the position of the individual who had authorized the report to be prepared. Formal reports must be delivered in person and in a formal session where proper notes are taken and kept for future reference.

Who is your primary audience?

In this report the primary audience is the boss who has requested for a researched report on the stated matter. A primary audience refers to that individual or group that the message is basically intended for.

 Do you have a secondary audience?

A secondary audience refers to that audience to whom the message was not basically intended but they can be able to get the message and make important use of it. In this report the secondary audience can be the board of directors who are the main policy makers in the company. They may take consideration of the report to change the policy of using teams to complete projects.

What is the appropriate tone for your report?

This report is official therefore the tone that will be used is formal. Formal tone is important when communicating official information especially that which is intended for the superiors. The boss here will understand better the information in the report if it is communicated in the most formal way.

What techniques will you use to help you achieve a positive tone?

A positive tone can be achieved through the use of formal address cues such as Sir. The audience in the report should be addressed as per their position in the organization rather than through their names and initials.

How are you going to ensure your report has a “you” view?

The report can attain the “you” view by ensuring that the ideas are original from what was the outcome of my personal research. The use of article I will also come in handy in ensuring that I take ownership of the information in the report.

Give an example of how you will make your report:

Conversational and professional

            Following the request from the office of the Managing Director that a report is prepared as it concerns the use of teams to complete complex projects, I hereby present to your office the outcome of my research.


            Please allow me in my submission to highlight certain facts that I found quite interesting to this study.


            The research does not only assert the position of the statement but also finds it important that certain aspects of the statement be criticized in the most objective manner.

Precise and vigorous

            The report covered the following areas and had the following as the outcomes or the results, suggestions too have been provided for consideration by your office.


Guffey,M.(2008) Business Communication: Process & Product. Mason, OH: Cengage Learning,

Writing in the Disciplines: Business. Retrieved from   

Raymond, G.(2012). Concepts in Business Writing, London, Sage

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Project Management #9

Chapter 6


1. Identify and describe each of the sub-processes that make up what is called ‘Risk Management’ in the PMI’s Project Management Body of Knowledge (PMBOK) 5th edition. Which of the sub-processes do you think is the most important and why?

2. Develop a work breakdown structure (WBS) for a project to build a new park in Southfield, Mi. The WBS should have at a minimum 4 levels and should cover all areas associated with designing, building and opening a new park. The park will sit on 52 acres and will have a pavilion, restrooms, lighted baseball diamond, lighted tennis courts, slides, swings, nature trail, volleyball nets, small kids play area, parking lot, limited road access, lighting, drinking faucets, exercise trail, and walking paths in the woods. Complete the assignment using Visio, Microsoft Power Point, or some other electronic drawing tool.

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Grading Rubric for Cases

Your grade is a combination of the following elements:

1. Appropriate length of answer. One paragraph per question answered. Individual question minimum of 3 well-structured sentences in 12 point font.

2. Identification of correct human resource or management topic.

3. Full quality answers which include research to determine how to apply standards, regulations, or laws covering human resources. These cases require you to research current federal employment law, regulations, and issues in order to answer them correctly.  Review “Website resources” tab. Also you can google topics, laws, cases, etc.

4. Correct notation of sources listed at the bottom of each answered case. You should list the textbook and any websites or other resources you used; cite direct quotes from sources in parenthesis and put (author’s last name, page #).

Case #73 “Merit Increases”, p. 223. Merit pay is something that most organization have as part of compensation and how they administer it either creates motivation or demotivates employees. Think about whether the cases or merit pay are actually merit pay and how you would justify the use of these payments. How does it tie to performance? You will need to answer questions on page 224.

Your answer should be at least 2-3 pages with references listed at the end of the document on page 4 and in MLA 7th edition format


Instructors Manual – Use Only as Guide – Plagiarism Software will be used!!!


                I. OVERVIEW:

                This incident focuses on the uses and abuses of “merit” as a criterion for salary increases.  While most organizations give “lip service” to “merit” as the principle criteria for wage and salary adjustments, the term is subject to many meanings and interpretations.  In this incident, Dean Smith has a different interpretation of “merit” than does Dr. Jones.  The instructor may wish to discuss how “merit” is interpreted at his or her own university for faculty and other categories of personnel.

                The incident is loosely based upon an actual event which illustrates a rather common problem among academic administrators.  Despite the term “merit,” some higher-level academic administrators (Deans, Vice Presidents) often prefer to give equal or near-equal percentage salary increases to department chairs and program directors because it is easier, they don’t have to justify the differentials to those receiving lower increases, and thus feel (mistakenly) that it minimizes conflict.

                The long-term result of this policy is that the better faculty avoid academic administration, leadership in the College is provided by the “lowest common denominator,” and the College becomes mediocre or worse.  In the actual case upon which this incident is based, the Chairperson resigned his chair, went back to the faculty, and eventually took an administrative position at another university.

                II. OBJECTIVES:

                The purpose of this exercise is to serve as a catalyst for discussing a wide range of issues related to “merit” salary increases.  Students need to be made aware of the fact “merit” is not always based on performance.  The administration of merit increases is often deficient because the administrator doesn’t want to put in the effort to accurately assess performance or because he/she lacks the courage to confront the poor performers and help them overcome their deficiencies.  The “bottom line” is that it is administratively easier to give equal across-the-board “merit” increases and many lazy administrators choose this “path of least resistance.”

                Students also need to become aware that employees compare their contributions and their rewards with those of others in assessing whether their own relative position is “equitable.”  A policy of equal rewards for unequal contributions does not minimize conflict since the more productive employees feel they have been treated inequitably.


1. Describe the nature and causes of the compensation problem describe this incident.

                This problem is due to an inability and/or unwillingness of an academic administrator (Dean Smith) to make distinctions among different department chairs and reward them accordingly. 

2.  Are “merit” salary increases always based on “merit?”  Why or why not?

                Obviously, whether or not a merit system of salary increases actually represents true merit depends on who is administering the system.  In many cases, equal across-the-board increases are given with the implicit assumption that all employees in a given category are equally meritorious.  Such an assumption is rarely true.  A true merit system requires a sophisticated system for appraising employee performance.  It also requires administrative willingness to make distinctions, and handle any complaints from less-productive subordinates.  Many administrators are unwilling or unable to develop a sophisticated performance appraisal system or to deal with the potential complaints from less-productive employees.  Consequently, they fail to provide true merit increases and the long-term effect is declining organizational productivity.

3.  Why has Dean Smith had a policy of equal percentage salary increases for all department chairs despite the stated university policy?  Are all the chairs equally meritorious?

                As discussed above, it is easier to not make distinctions and to assume all chairs are equal.  In this way, Dean Smith doesn’t have to justify below average increases to the less-productive chairs.  All chairs are not equally meritorious, but Dean Smith needs to develop a more sophisticated performance appraisal system to measure performance.

4.  How do you think Dean Smith’s “merit” increases will affect Carl and his performance as department chair and faculty member?  Why?  What can Dean Smith do to motivate Carl if a large differential pay increase based on performance is out of the question?

                Carl’s performance will be negatively affected in all areas.  Providing public support for Carl and nominating him for various honors and awards may help to alleviate these negative outcomes.

5.  What are the long-range benefits of a true “merit” program?  What are the problems associated with the lack of such a “merit” system for department chairs?  Why?  If the Dean does not change his policy, what are the long-run implications for the college?

                Jones should ask Dean Smith to establish a true merit system in which the value of various activities, accomplishments, and criteria are clearly communicated.  He might also want to make a case that part of the evaluation be based on administrative performance and part on academic performance.  The long-run benefits of a true merit system are attraction and retention of high-quality faculty for administrative positions and a more effective leadership team for the College.  The present lack of such a true merit system results in mediocre performance and loss of the more productive administrators.

                The discussion is not likely to change Dean Smith’s mind.  His philosophy developed over a long period of time and has “worked” in the sense he is still Dean and has apparently avoided previous confrontation with department chairs concerning salary increases.  Carl is unique among the chairs in that he continues to be productive in an academic sense.  The Dean has little incentive to change for one person.  In the long-run, the Dean will have the leadership team he deserves and it will be difficult for the College to rise above mediocrity.

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Labor Relations

 Read Case Study 6-2, “Classification of a Bargaining Subject,” on page 285 in your textbook, and answer the questions provided.  


1. What is a mandatory subject of bargaining? 2. Can a union waive its right to bargain over a mandatory subject of bargaining? 3. Would the established labor agreement apply to this case study? 4. Was management’s refusal to bargain over the subject of surveillance camera usage in the workplace a violation of the duty to bargain in good faith under the Labor Management Relations Act (LMRA) as amended? If so, what should be the appropriate remedy? 5. Discuss the merits of the parties’ respective positions in this case. 

 Information about accessing the grading rubric for this assignment is provided below 

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Week 8 Hs210

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There are two parts in this Assignment for Unit 8, view an introduction to part 1, view an introduction for part 2. Be sure to adjust your audio settings.
Review the Assignment Instructions and Grading Rubric.Unit outcomes addressed in this Assignment:Perform billing and collection procedures.Post payments adjustments on a patient ledger.Process a credit balance.Process refunds, non-sufficient fund (NSF) checks, collection agency payments.Prepare a bank deposit.Post entries on a daysheet.Perform accounts receivable procedures.Coach patients regarding office policies
Course outcomes assessed/addressed in this Assignment:
HS210-1: Perform bookkeeping and operational procedures in a healthcare setting.
Part 1: Patient Ledger & Bank Deposit SlipDownload from Course Documents the “PT Day sheet Ledger Template”.Work through the information provided in the template to fill in the ledger.Download the Bank Deposit Detail Template from Course DocumentsFill in the bank deposit sheet using the information supplied on the bank deposit form.
Part 2: Write a 200 word script describing how you might coach a patient (Mr Rosen) during his first office visit. Advise him of a) the medical office policy regarding his responsibility, as the guarantor, for services rendered in your medical practice, b) the policy for releasing medical records, and c) another policy of your choice that demonstrates your understanding of office policy and the importance of properly coaching your patients.
Submitting Your Work
For directions on how to submit your work and review your graded Assignments, refer to the Dropbox Guide found on the Academic Tools tab. Make sure that you save a copy of your submitted work.

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Assignment 1: Job Description

A new position has been approved for creation; this position will be eligible for full benefits and may even need to be sent to foreign countries.

You have been given the opportunity to create a detailed job description for your job, a former job, or a job you would like to move into.

Based on what you know about a job analysis, employment laws, and safe working environments, include the following categories:

1. Job overview

2. Responsibilities and duties

3. Qualifications

4. Explain how you determined the duties and qualifications for the job and which laws were considered when creating the job description.

This assignment should be 2–3 pages and accurately reflect an actual job description in the workplace today.

NOTE: This assignment will be used as a basis for the remaining assignments in the course. Make sure you take this into consideration when doing the work for this assignment.

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Staffing Metrics Evaluation

Resource: Strategic Staffing, Ch. 13

Staffing metrics can be short-term or long-term, and efficiency- or effectiveness-oriented. Short-term metrics can be used as leading indicators to gauge a company’s ability to place the right people in the right jobs at the right time. Long-term metrics are best for evaluating the effectiveness of a staffing system because they drive the financial impact of staffing for the organization.

Choose an organization with which you are familiar.

Evaluate in 700 to 1,050 words three metrics that are – or should be – used to determine how well the staffing process meets the needs of the organization.

Describe the metrics selected for discussion. 

Assess how these help the organization determine effectiveness.

Use the information available in Strategic Staffing, Ch. 13, and supplement it with your own research.

Cite any sources according to APA formatting guidelines.

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 Before accepting the assignment please read all. The paper needs to be at least 7 pages long not including the cover and reference page. Only the sources attached can be used as references. The paper needs to have at least 10 in text citations. You must answer all of the questions covered in the   Roman Numeral section. You must write the assignment covering all points in the grading rubric that is attached. The report needs to be complete by 12:00 noon on 3/2/2019. You must be willing to make corrections if needed. 


The purpose of this project is to apply leadership concepts to a crisis leadership situation and to make recommendations for a crisis-ready culture.

The key to doing well in this assignment is to use course materials from all seven weeks. While there is a focus on Week 7 content, students are expected to apply the concepts learned from weeks 1 through 6 as well. Moreover, students are expected to apply examples from the case scenario to concepts learned from the course materials. Students will not need to use course materials outside of those provided in this classroom, so use of any other course materials should be highly discouraged.

A Snapshot of the Case and the Underlying Issues:

This case focuses on a crisis that was created because of poor leadership decisions and behaviors. The decisions made by Higgins created the problem, but at the core of this problem was the poor leadership of Brown. Higgins made a decision to purchase genetically modified Echinacea for short-term gain. She made this decision without consulting with anyone. But the crisis could have been prevented by Brown. Brown demonstrated:

  • the wrong leadership style in giving Higgins free rein
  • low emotional intelligence by not demonstrating control of his emotions and not managing conflict well
  • that he was not an Authentic leader, in that he didn’t clearly communicate the values most important to him and to Biotech (the core values). Knowing that the core values would have possibly allowed Higgins to reframe her decision making (in other words she would have understood sustainability and customer-centricity come before short term profits). Moreover, Brown did not take ownership of the problem – another sign of an unauthentic leader.

Finally, this case demonstrates what can happen when culture, structure, and strategy do not align. After working through these leadership issues, students will provide recommendations to make Biotech crisis-ready.

Skill Building: 

You are also completing this project to help you develop the skills of analysis, critical thinking, and writing a report. Writing is critical because in business it is important to convey information clearly and concisely and to develop a personal brand. Developing a personal brand is important because it is the ongoing process of establishing an image or impression in the minds of others especially those in positions above you. Having a strong personal brand can lead to opportunities that include promotions.

Skills:  Writing, Critical Thinking, Developing a Personal Brand, Situational Analysis, Writing a Report.

Outcomes Met With This Project:

  • use leadership theories, assessment tools, and an understanding of the role of ethics, emotional intelligence, cultural intelligence, competencies, values, and attitudes to evaluate and enhance personal leadership skills
  • assess the interactions between the external environment and within an organization to foster responsible and effective leadership and organizational practices
  • Develop individual awareness, style and communication skills that enhance leadership skills
  • Integrate and apply analytical principles and concepts of leadership to make strategic decisions. 


Step 1: The Scenario

Read the Case Scenario that follows and answer Mr. Barney’s questions in the form of a report. Address the report to Mr. Barney.

You walk into your office one morning and see an article on your desk. You pick it up and realize that Mr. Barney, the CEO, placed it there! He also has some questions on a post-it note and a request for recommendations.  

Max Barney was exhausted. He had just finished a long meeting with his current VP of Headquarter Operations, Michael Brown. Michael, who was himself getting ready for retirement, was giving Barney a rundown of a recent crisis that impacted the company. While the dust seemed to be settling, Barney recognized that this was one of the worst things to ever happen to his company.

Michael recalls the crisis in the following way: 

“On the morning of January 19th, I got a call from Joanne Edwards, my contact at our major distributor, Happy and Healthy Foodmart.  She told me that three of her customers had complained that Biotech’s echinacea had made them ill.  I called our legal department immediately to put them on alert.  By noon that day, the number of reported illnesses had risen to seven.  By January 22nd, the worst possible news came in – one of those people had actually died. 

I called my team together immediately to come up with a plan for an immediate Recall. We needed to manage this crisis with our employees, our distributors, and most of all our customers.  Controlling the message to the public and the media was critical.  We’d had Recalls before, but never in reaction to a customer death. This was a whole new ball game for us. 

Once the Recall had been put in place, we needed to get to the bottom of the echinacea problem. We started looking at the suppliers and ended up in the Purchasing Department. When we discovered that Henrietta Higgins, the Assistant Director of Purchasing, had cut a deal with a new supplier I became furious, Max. I mean, it was not one of my proudest moments.” 

“That’s understandable,” replied Max, “go on. Tell me more.” 

“Well, Higgins received an offer from a new supplier to buy genetically modified echinacea.  She explained that she thought it was a good move because it would save the company over 20% on the wholesale price.  She made the decision unilaterally, Max, without every going to her supervisor or to me to discuss it.” 

“What did you do when you found this out?” asked Max. 

“I fired her, of course. We had no other choice, Max.  It’s because of her we have this crisis. And on top of that, we’ve decided to halt all sales of all echinacea in the foreseeable future.” 

“Who’s we?” Max asked, with concern in his voice now. 

“My team, of course. I told my managers about my decision and they’re all behind me 100%.  We all know how important it is to act quickly in this situation, Max.  You can trust me to turn this situation around.” 

Max left the meeting sure about two things. First, he was secretly relieved that Michael was nearing retirement. The new VP of Headquarter Operations could start fresh. Second, he had just finished reading an article about a “Crisis Ready Culture”. He knew that it was time for Biotech to start developing a crisis-ready culture.  

Max drops by your office with a copy of that article. He has a post-it note on the article, with the following questions and a request for recommendations: 

  1. What Leadership Styles were used in the recent echinacea crisis? Discuss the leadership style of every person involved.
  2. What Leadership Styles would be most beneficial in a crisis-ready culture?
  3. What leadership competencies were evident in the recent echinacea crisis? Discuss the leadership competencies of every person involved.
  4. What leadership competencies would be most needed in a crisis-ready culture?
  5. What role did Emotional Intelligence (or lack of Emotional Intelligence) play in the echinacea crisis?
  6. What role would Emotional Intelligence play in a crisis-ready culture?
  7. What role did Authentic Leadership (or lack of it) play in the Echinacea crisis?
  8. What role would Authentic Leadership play in a crisis-ready culture?
  9. What role (if any) did Biotech’s current culture play in the Echinacea crisis?
  10. How can Biotech align its current strategy, culture and organizational structure to develop a crisis-ready culture?
  11. Give three specific and actionable recommendations that could be implemented to develop acrisis-ready culture for Biotech. (Each recommendation should be supported by course materials).

Step 2. The Questions to Answer

You will answer the 11 questions above provided in Step 1. 

Step 3. Write the Report. 

Report Format

Create a Word or Rich Text Format (RTF) report should be no more than seven (7) pages double-spaced, Times New Roman-12 points font. Those five pages do not include therequired Title Page, Reference Page and Appendix. You will use the following format.

The report should use Roman Numeral numbering for each section and answer each of Mr. Barney’s questions, as follows:

  1. The Leadership Styles demonstrated in the recent echinacea crisis.  Provide evidence for your claims from the case scenario and support your claim with course material.
  2. The Leadership Styles that would be most beneficial in a crisis-ready culture.  Support your reasoning with course materials.
  3. The leadership competencies that were evident in the recent echinacea crisis. Provide evidence for your claims from the case scenario and support your claim with course materials.
  4. The leadership competencies that would be most needed in a crisis-ready culture.  Support your reasoning and conclusions with course materials.
  5. The role that Emotional Intelligence (or lack of Emotional Intelligence) played in the echinacea crisis. Provide evidence for your claims from the case scenario and support your claim with course materials.
  6. The role that E.Q. would play in a crisis-ready culture.  Support your reasoning and conclusions with course materials.
  7. The role that Authentic Leadership (or lack of it ) played in the Echinacea crisis. Provide evidence for your claims from the case scenario and support your claim with course materials.
  8. The role that Authentic Leadership would play in a crisis-ready culture.  Support your reasoning and conclusions with course materials.
  9. The role (if any) that Biotech’s current culture played in the Echinacea crisis. Provide evidence for your claims from the case scenario and Biotech Company Profile and support your claim with course materials.
  10. How Biotech can align its current strategy, culture and organizational structure to develop this crisis-ready culture.  Support your analysis with course materials.
  11. Three specific and actionable recommendations that Biotech leadership could implement to develop this crisis-ready culture. (Each recommendation should be supported by course materials). Make sure these three recommendations are actionable (in other words, leadership can take your advice and put it into practice immediately) and specific (in other words, not too general that it cannot be easily understood). For example, “change leadership style” is not actionable today, and too general to be clearly understood.  However, “train leaders on different leadership styles” can be put into practice today and is specific enough to be understood. (Do not use this example in your answer!).
  12. Reference Page – provide references to match your in-text citations, written in APA format.

Step 4. Submit the Completed Report in the Assignment Folder. 

Submitting the project to the Assignment Folder is considered the student’s final product and therefore ready for grading by the instructor. It is incumbent upon the student to verify the assignment is the correct submission. No exceptions will be considered by the instructor. 

Other Required Elements:

  • Read the grading rubric for the project. Use the grading rubric while completing the project to ensure all requirements are met that will lead to the highest possible grade.
  • Contractions are not used in business writing, so do not use them.
  • Paraphrasing is allowed. Direct quotes are not allowed. You do not need to cite or reference this leader for the purposes of this report.
  • Direct quotes are NOT allowed if they are quotation from course materials. This means you do not use more than four consecutive words from a source document, but put a passage from a source document into your own words and attribute the passage to the source document, using in-text citations in APA format. Changing words from a passage does not exclude the passage from having quotation marks. If more than four consecutive words are used from source documents, this material will not be included in the grade and could lead to allegations of academic dishonesty.
  • In-text citations should be included in ALL SECTIONS of the report, and should demonstrate application of the course material. Note that a reference within a reference list cannot exist without an associated in-text citation and vice versa.
  • You may only use the course material from the classroom. You may not use books or any resource from the Internet.
  • Provide the page or paragraph number, where applicable.
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