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  • [Solved] OGL 554

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    [>Marketing homework help](https://www.sweetstudy.com/fields/business-finance-marketing) – a year ago **files (2)** – ## Noetext.docx – OGL554NUMBER1.docx **## Noetext.docx** **These answers to the questions I sent you are AI generated. Can you please answer the questions but please change the wordi…

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    Assignment Prompt & Instructions

    [>Marketing homework help](https://www.sweetstudy.com/fields/business-finance-marketing)

    – a year ago

    **files (2)**

    – ## Noetext.docx

    – OGL554NUMBER1.docx

    **## Noetext.docx**

    **These answers to the questions I sent you are AI generated. Can you please answer the questions but please change the wording so that it doesn’t appear AI generated and plagiarism. This is all I can give you for this assignment to complete it. The textbook is attached to the class, therefore I cannot give you the information. Please turn this assignment in asap because as it is, I will not be able to get a good grade for it because if it is not completed by midnight, I will lose 20 points. Remember, you already have the questions that I sent two days ago.**

    1 – Getting to know andragogy – Definitions and dialogue

    As asserted by Noe (2020), training is the organized attempt by a firm to help its employees learn job-specific competencies, such as knowledge, skills, or behaviours to support job performance success. Adult Learning : In order for training, particularly when developed with the adult learning principles as its core foundation (andragogy), to be effective, it should be coordinated with the learner’s background, interest and the urgency for relevant and problem-centered training content.

    A particularly memorable learning experience in my career was when I enrolled on an online course on conflict resolution as part of my organisation's leadership development initiative. The training was composed of video lectures, cases, interactive simulations, and minor reflection tasks. One strong component of this training was the continuing focus on real-world, practical application. The simulations were based on real life work place disputes which gave an instant relevance. This is consistent with Knowles andragogy principle that adults are problem centered learners and learn best when the content can be easily related to their work or life situations (Noe, 2020).

    The good things were that I was able to study on my own (I could do the modules at my own pace and go back to units). This honored my desire for flexibility, another andragogy principle. What wasn’t as successful, however, was the lack of instructor feedback or peer discussion. I am an adult learner and thrive on sharing ideas with others – this course was solo. Social aspects or some scheduled discussion time would have made a huge difference to how I felt about the learning too.

    Not sure about the develop of this course, but I think it’s been partially developed with andragogical principles. It honoured adult learners’ desire for relevance, independence, and function. But it would have been more effective if it contained some recognisable collaborative learning activity, so important for adults and the construction of meaning.

    Reference

    Noe, R. A. (2020). Employee training and development (8th ed.) McGraw-Hill Education.

    2. Here is a well-developed
    **initial discussion post** that meets your assignment requirements (600–650 words, detailed concepts, application to organizational success, and 3 Module 1 references in APA format):

    **Learning and Training in the Digital Age**

    In today’s rapidly evolving workforce, two compelling concepts from Module 1 that are essential to understanding training and learning in the digital age are:
    **continuous learning** and
    **technology-based learning platforms**. These concepts reflect the need for organizations to develop agile, scalable, and learner-centered training programs to stay competitive and support employee growth.

    **🔹 Concept 1: Continuous Learning**

    Continuous learning refers to the ongoing development of knowledge and skills throughout an employee's career. As Noe (2020) explains, continuous learning is a strategic approach in which organizations create a culture that encourages and supports learning at all levels. In contrast to one-time training events, continuous learning is integrated into daily work life and focuses on long-term growth, adaptability, and innovation.

    This concept is particularly crucial in the digital age because technology, tools, and job requirements change frequently. Employees need to continuously upgrade their skills not only to stay current but also to remain competitive in a global job market. For organizations, fostering continuous learning enhances
    **organizational agility**,
    **employee engagement**, and
    **knowledge retention**—all of which contribute to improved performance and innovation.

    For example, a tech company that encourages employees to spend 10% of their workweek learning new coding languages or exploring emerging software tools may become more responsive to industry trends. This results in quicker product development cycles and a workforce that is more confident and capable when embracing change. Companies like Google and IBM exemplify how embedding learning into the workplace culture can support long-term success.

    **🔹 Concept 2: Technology-Based Learning Platforms**

    Another critical concept is the use of
    **technology-based learning platforms**, including learning management systems (LMS), mobile apps, virtual simulations, and AI-based personalized learning tools. According to Clark and Mayer (2016), digital learning platforms allow organizations to deliver content in more engaging, flexible, and scalable ways, especially to a geographically dispersed workforce.

    Technology-based learning allows for
    **on-demand access**, meaning employees can learn at their own pace and revisit content as needed. Additionally, these platforms support
    **adaptive learning**, where content adjusts based on the learner’s performance, making training more efficient and personalized.

    This concept has wide-reaching implications for organizational success. For instance, a global retail company implementing a mobile LMS can ensure that sales associates in different countries receive consistent product training, compliance updates, and customer service techniques. This reduces training costs, standardizes service quality, and supports rapid onboarding—all of which are vital in a fast-paced retail environment.

    Furthermore, the data analytics offered by many digital platforms help training departments assess effectiveness and make continuous improvements. This aligns training more closely with performance metrics and business outcomes.

    **🔹 Strategic Rationale for Learning and Training in the Digital Age**

    The digital age requires a
    **strategic and integrated approach to workforce development**. Organizations that view learning and training not as isolated HR functions but as core business strategies are better positioned to thrive. Strategic training helps companies meet current skill demands, adapt to future changes, and attract and retain talent.

    Developing effective training programs requires:

    · Aligning training goals with organizational objectives,

    · Incorporating adult learning principles (andragogy),

    · Using technology to scale access and improve learning experiences, and

    · Supporting continuous development, not just one-time knowledge transfers.

    Organizations that prioritize these elements are more likely to succeed in a competitive, tech-driven market.

    **🔹 Conclusion**

    In conclusion, both
    **continuous learning** and
    **technology-based training platforms** are essential concepts for understanding how learning and development contribute to organizational success. They empower employees to adapt, innovate, and perform more effectively while helping organizations remain agile and competitive. In the digital age, a strategic commitment to learning is not just beneficial—it’s essential.

    **References**
    Clark, R. C., & Mayer, R. E. (2016).
    _E-learning and the science of instruction: Proven guidelines for consumers and designers of multimedia learning_ (4th ed.). Wiley.
    Noe, R. A. (2020).
    _Employee training and development_ (8th ed.). McGraw-Hill Education.
    Society for Human Resource Management (SHRM). (2020).
    _Developing employee training programs that drive results_. Retrieved from
    [https://www.shrm.org](https://www.shrm.org/)

    3.
    **Milestone 1: Training Module Planning and General Topic (Make a fiction job to complete this topic.**

    For my final project, I plan to create a
    **simulated training module** based on a
    **position I would like to have in the future**—specifically, a
    **training and development coordinator** within a higher education institution or professional learning organization. My module will focus on
    **onboarding and professional development for new academic advisors**, addressing common challenges such as effective communication with diverse student populations, understanding institutional policies, and using campus technology tools (e.g., degree audits, advising platforms).

    Because I’m not currently in a training role or managing employees directly, I will be conducting a
    **fictive needs assessment** based on research, job descriptions, and case studies from institutions with well-developed advising systems. I may also conduct brief informal interviews with professionals in academic advising to help identify common skill gaps or onboarding frustrations to better simulate a realistic context.

    **🔹 General Plan**

    ·
    **Topic:** Onboarding and professional training for new academic advisors

    ·
    **Target Audience:** Recently hired advisors (0–6 months of experience)

    ·
    **Training Focus Areas:**

    · Student communication and relationship-building

    · FERPA and confidentiality regulations

    · Use of advising software

    · Conflict resolution and student support strategies

    ·
    **Delivery Mode:** Hybrid model (online modules + in-person role-play and mentorship)

    ·
    **Evaluation Plan:** Pre-/post-assessments and feedback surveys

    ·
    **Format:** Simulated scenario based on higher education settings

    **🔹 Questions and Ideas**

    · What level of detail should I include in the training outline (e.g., learning objectives for each module, or just general topics)?

    · Is it acceptable to include optional or follow-up modules (such as advanced advising or working with at-risk students)?

    · How closely should the fictive needs assessment follow the format of a real-world assessment (e.g., surveys, performance metrics, interviews), even if it’s based on secondary data?

    I’m excited about this project because it aligns closely with my career goals and gives me the opportunity to design a solution for a real-world challenge I’ve observed in higher education. I look forward to feedback and guidance as I refine my plan.

    **OGL554NUMBER1.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/ogl554number1-docx)

    **OGL554NUMBER1.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/ogl554number1-docx)

    **## Noetext.docx**

    **These answers to the questions I sent you are AI generated. Can you please answer the questions but please change the wording so that it doesn’t appear AI generated and plagiarism. This is all I can give you for this assignment to complete it. The textbook is attached to the class, therefore I cannot give you the information. Please turn this assignment in asap because as it is, I will not be able to get a good grade for it because if it is not completed by midnight, I will lose 20 points. Remember, you already have the questions that I sent two days ago.**

    1 – Getting to know andragogy – Definitions and dialogue

    As asserted by Noe (2020), training is the organized attempt by a firm to help its employees learn job-specific competencies, such as knowledge, skills, or behaviours to support job performance success. Adult Learning : In order for training, particularly when developed with the adult learning principles as its core foundation (andragogy), to be effective, it should be coordinated with the learner’s background, interest and the urgency for relevant and problem-centered training content.

    A particularly memorable learning experience in my career was when I enrolled on an online course on conflict resolution as part of my organisation's leadership development initiative. The training was composed of video lectures, cases, interactive simulations, and minor reflection tasks. One strong component of this training was the continuing focus on real-world, practical application. The simulations were based on real life work place disputes which gave an instant relevance. This is consistent with Knowles andragogy principle that adults are problem centered learners and learn best when the content can be easily related to their work or life situations (Noe, 2020).

    The good things were that I was able to study on my own (I could do the modules at my own pace and go back to units). This honored my desire for flexibility, another andragogy principle. What wasn’t as successful, however, was the lack of instructor feedback or peer discussion. I am an adult learner and thrive on sharing ideas with others – this course was solo. Social aspects or some scheduled discussion time would have made a huge difference to how I felt about the learning too.

    Not sure about the develop of this course, but I think it’s been partially developed with andragogical principles. It honoured adult learners’ desire for relevance, independence, and function. But it would have been more effective if it contained some recognisable collaborative learning activity, so important for adults and the construction of meaning.

    Reference

    Noe, R. A. (2020). Employee training and development (8th ed.) McGraw-Hill Education.

    2. Here is a well-developed
    **initial discussion post** that meets your assignment requirements (600–650 words, detailed concepts, application to organizational success, and 3 Module 1 references in APA format):

    **Learning and Training in the Digital Age**

    In today’s rapidly evolving workforce, two compelling concepts from Module 1 that are essential to understanding training and learning in the digital age are:
    **continuous learning** and
    **technology-based learning platforms**. These concepts reflect the need for organizations to develop agile, scalable, and learner-centered training programs to stay competitive and support employee growth.

    **🔹 Concept 1: Continuous Learning**

    Continuous learning refers to the ongoing development of knowledge and skills throughout an employee's career. As Noe (2020) explains, continuous learning is a strategic approach in which organizations create a culture that encourages and supports learning at all levels. In contrast to one-time training events, continuous learning is integrated into daily work life and focuses on long-term growth, adaptability, and innovation.

    This concept is particularly crucial in the digital age because technology, tools, and job requirements change frequently. Employees need to continuously upgrade their skills not only to stay current but also to remain competitive in a global job market. For organizations, fostering continuous learning enhances
    **organizational agility**,
    **employee engagement**, and
    **knowledge retention**—all of which contribute to improved performance and innovation.

    For example, a tech company that encourages employees to spend 10% of their workweek learning new coding languages or exploring emerging software tools may become more responsive to industry trends. This results in quicker product development cycles and a workforce that is more confident and capable when embracing change. Companies like Google and IBM exemplify how embedding learning into the workplace culture can support long-term success.

    **🔹 Concept 2: Technology-Based Learning Platforms**

    Another critical concept is the use of
    **technology-based learning platforms**, including learning management systems (LMS), mobile apps, virtual simulations, and AI-based personalized learning tools. According to Clark and Mayer (2016), digital learning platforms allow organizations to deliver content in more engaging, flexible, and scalable ways, especially to a geographically dispersed workforce.

    Technology-based learning allows for
    **on-demand access**, meaning employees can learn at their own pace and revisit content as needed. Additionally, these platforms support
    **adaptive learning**, where content adjusts based on the learner’s performance, making training more efficient and personalized.

    This concept has wide-reaching implications for organizational success. For instance, a global retail company implementing a mobile LMS can ensure that sales associates in different countries receive consistent product training, compliance updates, and customer service techniques. This reduces training costs, standardizes service quality, and supports rapid onboarding—all of which are vital in a fast-paced retail environment.

    Furthermore, the data analytics offered by many digital platforms help training departments assess effectiveness and make continuous improvements. This aligns training more closely with performance metrics and business outcomes.

    **🔹 Strategic Rationale for Learning and Training in the Digital Age**

    The digital age requires a
    **strategic and integrated approach to workforce development**. Organizations that view learning and training not as isolated HR functions but as core business strategies are better positioned to thrive. Strategic training helps companies meet current skill demands, adapt to future changes, and attract and retain talent.

    Developing effective training programs requires:

    · Aligning training goals with organizational objectives,

    · Incorporating adult learning principles (andragogy),

    · Using technology to scale access and improve learning experiences, and

    · Supporting continuous development, not just one-time knowledge transfers.

    Organizations that prioritize these elements are more likely to succeed in a competitive, tech-driven market.

    **🔹 Conclusion**

    In conclusion, both
    **continuous learning** and
    **technology-based training platforms** are essential concepts for understanding how learning and development contribute to organizational success. They empower employees to adapt, innovate, and perform more effectively while helping organizations remain agile and competitive. In the digital age, a strategic commitment to learning is not just beneficial—it’s essential.

    **References**
    Clark, R. C., & Mayer, R. E. (2016).
    _E-learning and the science of instruction: Proven guidelines for consumers and designers of multimedia learning_ (4th ed.). Wiley.
    Noe, R. A. (2020).
    _Employee training and development_ (8th ed.). McGraw-Hill Education.
    Society for Human Resource Management (SHRM). (2020).
    _Developing employee training programs that drive results_. Retrieved from
    [https://www.shrm.org](https://www.shrm.org/)

    3.
    **Milestone 1: Training Module Planning and General Topic (Make a fiction job to complete this topic.**

    For my final project, I plan to create a
    **simulated training module** based on a
    **position I would like to have in the future**—specifically, a
    **training and development coordinator** within a higher education institution or professional learning organization. My module will focus on
    **onboarding and professional development for new academic advisors**, addressing common challenges such as effective communication with diverse student populations, understanding institutional policies, and using campus technology tools (e.g., degree audits, advising platforms).

    Because I’m not currently in a training role or managing employees directly, I will be conducting a
    **fictive needs assessment** based on research, job descriptions, and case studies from institutions with well-developed advising systems. I may also conduct brief informal interviews with professionals in academic advising to help identify common skill gaps or onboarding frustrations to better simulate a realistic context.

    **🔹 General Plan**

    ·
    **Topic:** Onboarding and professional training for new academic advisors

    ·
    **Target Audience:** Recently hired advisors (0–6 months of experience)

    ·
    **Training Focus Areas:**

    · Student communication and relationship-building

    · FERPA and confidentiality regulations

    · Use of advising software

    · Conflict resolution and student support strategies

    ·
    **Delivery Mode:** Hybrid model (online modules + in-person role-play and mentorship)

    ·
    **Evaluation Plan:** Pre-/post-assessments and feedback surveys

    ·
    **Format:** Simulated scenario based on higher education settings

    **🔹 Questions and Ideas**

    · What level of detail should I include in the training outline (e.g., learning objectives for each module, or just general topics)?

    · Is it acceptable to include optional or follow-up modules (such as advanced advising or working with at-risk students)?

    · How closely should the fictive needs assessment follow the format of a real-world assessment (e.g., surveys, performance metrics, interviews), even if it’s based on secondary data?

    I’m excited about this project because it aligns closely with my career goals and gives me the opportunity to design a solution for a real-world challenge I’ve observed in higher education. I look forward to feedback and guidance as I refine my plan.

    **OGL554NUMBER1.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/ogl554number1-docx)

    **## Noetext.docx**

    **These answers to the questions I sent you are AI generated. Can you please answer the questions but please change the wording so that it doesn’t appear AI generated and plagiarism. This is all I can give you for this assignment to complete it. The textbook is attached to the class, therefore I cannot give you the information. Please turn this assignment in asap because as it is, I will not be able to get a good grade for it because if it is not completed by midnight, I will lose 20 points. Remember, you already have the questions that I sent two days ago.**

    1 – Getting to know andragogy – Definitions and dialogue

    As asserted by Noe (2020), training is the organized attempt by a firm to help its employees learn job-specific competencies, such as knowledge, skills, or behaviours to support job performance success. Adult Learning : In order for training, particularly when developed with the adult learning principles as its core foundation (andragogy), to be effective, it should be coordinated with the learner’s background, interest and the urgency for relevant and problem-centered training content.

    A particularly memorable learning experience in my career was when I enrolled on an online course on conflict resolution as part of my organisation's leadership development initiative. The training was composed of video lectures, cases, interactive simulations, and minor reflection tasks. One strong component of this training was the continuing focus on real-world, practical application. The simulations were based on real life work place disputes which gave an instant relevance. This is consistent with Knowles andragogy principle that adults are problem centered learners and learn best when the content can be easily related to their work or life situations (Noe, 2020).

    The good things were that I was able to study on my own (I could do the modules at my own pace and go back to units). This honored my desire for flexibility, another andragogy principle. What wasn’t as successful, however, was the lack of instructor feedback or peer discussion. I am an adult learner and thrive on sharing ideas with others – this course was solo. Social aspects or some scheduled discussion time would have made a huge difference to how I felt about the learning too.

    Not sure about the develop of this course, but I think it’s been partially developed with andragogical principles. It honoured adult learners’ desire for relevance, independence, and function. But it would have been more effective if it contained some recognisable collaborative learning activity, so important for adults and the construction of meaning.

    Reference

    Noe, R. A. (2020). Employee training and development (8th ed.) McGraw-Hill Education.

    2. Here is a well-developed
    **initial discussion post** that meets your assignment requirements (600–650 words, detailed concepts, application to organizational success, and 3 Module 1 references in APA format):

    **Learning and Training in the Digital Age**

    In today’s rapidly evolving workforce, two compelling concepts from Module 1 that are essential to understanding training and learning in the digital age are:
    **continuous learning** and
    **technology-based learning platforms**. These concepts reflect the need for organizations to develop agile, scalable, and learner-centered training programs to stay competitive and support employee growth.

    **🔹 Concept 1: Continuous Learning**

    Continuous learning refers to the ongoing development of knowledge and skills throughout an employee's career. As Noe (2020) explains, continuous learning is a strategic approach in which organizations create a culture that encourages and supports learning at all levels. In contrast to one-time training events, continuous learning is integrated into daily work life and focuses on long-term growth, adaptability, and innovation.

    This concept is particularly crucial in the digital age because technology, tools, and job requirements change frequently. Employees need to continuously upgrade their skills not only to stay current but also to remain competitive in a global job market. For organizations, fostering continuous learning enhances
    **organizational agility**,
    **employee engagement**, and
    **knowledge retention**—all of which contribute to improved performance and innovation.

    For example, a tech company that encourages employees to spend 10% of their workweek learning new coding languages or exploring emerging software tools may become more responsive to industry trends. This results in quicker product development cycles and a workforce that is more confident and capable when embracing change. Companies like Google and IBM exemplify how embedding learning into the workplace culture can support long-term success.

    **🔹 Concept 2: Technology-Based Learning Platforms**

    Another critical concept is the use of
    **technology-based learning platforms**, including learning management systems (LMS), mobile apps, virtual simulations, and AI-based personalized learning tools. According to Clark and Mayer (2016), digital learning platforms allow organizations to deliver content in more engaging, flexible, and scalable ways, especially to a geographically dispersed workforce.

    Technology-based learning allows for
    **on-demand access**, meaning employees can learn at their own pace and revisit content as needed. Additionally, these platforms support
    **adaptive learning**, where content adjusts based on the learner’s performance, making training more efficient and personalized.

    This concept has wide-reaching implications for organizational success. For instance, a global retail company implementing a mobile LMS can ensure that sales associates in different countries receive consistent product training, compliance updates, and customer service techniques. This reduces training costs, standardizes service quality, and supports rapid onboarding—all of which are vital in a fast-paced retail environment.

    Furthermore, the data analytics offered by many digital platforms help training departments assess effectiveness and make continuous improvements. This aligns training more closely with performance metrics and business outcomes.

    **🔹 Strategic Rationale for Learning and Training in the Digital Age**

    The digital age requires a
    **strategic and integrated approach to workforce development**. Organizations that view learning and training not as isolated HR functions but as core business strategies are better positioned to thrive. Strategic training helps companies meet current skill demands, adapt to future changes, and attract and retain talent.

    Developing effective training programs requires:

    · Aligning training goals with organizational objectives,

    · Incorporating adult learning principles (andragogy),

    · Using technology to scale access and improve learning experiences, and

    · Supporting continuous development, not just one-time knowledge transfers.

    Organizations that prioritize these elements are more likely to succeed in a competitive, tech-driven market.

    **🔹 Conclusion**

    In conclusion, both
    **continuous learning** and
    **technology-based training platforms** are essential concepts for understanding how learning and development contribute to organizational success. They empower employees to adapt, innovate, and perform more effectively while helping organizations remain agile and competitive. In the digital age, a strategic commitment to learning is not just beneficial—it’s essential.

    **References**
    Clark, R. C., & Mayer, R. E. (2016).
    _E-learning and the science of instruction: Proven guidelines for consumers and designers of multimedia learning_ (4th ed.). Wiley.
    Noe, R. A. (2020).
    _Employee training and development_ (8th ed.). McGraw-Hill Education.
    Society for Human Resource Management (SHRM). (2020).
    _Developing employee training programs that drive results_. Retrieved from
    [https://www.shrm.org](https://www.shrm.org/)

    3.
    **Milestone 1: Training Module Planning and General Topic (Make a fiction job to complete this topic.**

    For my final project, I plan to create a
    **simulated training module** based on a
    **position I would like to have in the future**—specifically, a
    **training and development coordinator** within a higher education institution or professional learning organization. My module will focus on
    **onboarding and professional development for new academic advisors**, addressing common challenges such as effective communication with diverse student populations, understanding institutional policies, and using campus technology tools (e.g., degree audits, advising platforms).

    Because I’m not currently in a training role or managing employees directly, I will be conducting a
    **fictive needs assessment** based on research, job descriptions, and case studies from institutions with well-developed advising systems. I may also conduct brief informal interviews with professionals in academic advising to help identify common skill gaps or onboarding frustrations to better simulate a realistic context.

    **🔹 General Plan**

    ·
    **Topic:** Onboarding and professional training for new academic advisors

    ·
    **Target Audience:** Recently hired advisors (0–6 months of experience)

    ·
    **Training Focus Areas:**

    · Student communication and relationship-building

    · FERPA and confidentiality regulations

    · Use of advising software

    · Conflict resolution and student support strategies

    ·
    **Delivery Mode:** Hybrid model (online modules + in-person role-play and mentorship)

    ·
    **Evaluation Plan:** Pre-/post-assessments and feedback surveys

    ·
    **Format:** Simulated scenario based on higher education settings

    **🔹 Questions and Ideas**

    · What level of detail should I include in the training outline (e.g., learning objectives for each module, or just general topics)?

    · Is it acceptable to include optional or follow-up modules (such as advanced advising or working with at-risk students)?

    · How closely should the fictive needs assessment follow the format of a real-world assessment (e.g., surveys, performance metrics, interviews), even if it’s based on secondary data?

    I’m excited about this project because it aligns closely with my career goals and gives me the opportunity to design a solution for a real-world challenge I’ve observed in higher education. I look forward to feedback and guidance as I refine my plan.

    **OGL554NUMBER1.docx**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/ogl554number1-docx)

  • [Solved] 515

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    [>Operations Management homework help](https://www.sweetstudy.com/fields/business-finance-operations-management) Consider the use of Geographic Information Systems (GIS) in building Business Intelligence (dashboard) tools. You have been asked to present your findings to the top management of your co…

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    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    [>Operations Management homework help](https://www.sweetstudy.com/fields/business-finance-operations-management)

    Consider the use of Geographic Information Systems (GIS) in building Business Intelligence (dashboard) tools.

    You have been asked to present your findings to the top management of your company.

    You are required to submit a ten-slide PowerPoint presentation of your analysis:

    **How can enterprise dashboards provide business intelligence for managing your Customer Relationships?**

    You will use your textbook, the university digital library and online resources with proper citations.

    Your slide presentation must have three parts:

    1. Review of source(s)
    2. Opinion and commentary
    3. Citations

    Make sure your presentation follows the general, well-known guidelines on effective PowerPoint presentations.

    – a year ago

  • [Solved] Leadership

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    Compare and contrast good leadership with being a moral leader. Can one be a good leader without being a morally good leader? Give specific real-world and/or historical examples. This assignment should be 3-5 pages with a minimum of five (5) scholarly journal articles. APA 7th Edition Formatting is …

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    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    Compare and contrast good leadership with being a moral leader. Can one be a good leader without being a morally good leader? Give specific real-world and/or historical examples.

    This assignment should be 3-5 pages with a minimum of five (5) scholarly journal articles.

    APA 7th Edition Formatting is required.

    All references must be cited both in-text and in the reference section.

    **AI tools may be use to assist in research, but the final submission should be in your own words. If you choose to use AI tools, please provide screenshots of the prompts and responses you used to assist in this assignment. Additionally, indicate in the citations, both in-text and in the references, the AI tools used. Fully AI-generated submissions will not be accepted.**

    – a year ago

  • [Solved] week 8-2

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    Watch the [Resistance and Communication videoLinks to an external site.](https://www.kaltura.com/index.php/extwidget/preview/partner_id/956951/uiconf_id/25390711/entry_id/1_w8d2dueq/embed/iframe?&flashvars[streamerType]=auto) for help getting started on this assignment. ## **Introduction** Using you…

    Instant Solution Download

    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

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    Assignment Prompt & Instructions

    Watch the [Resistance and Communication videoLinks to an external site.](https://www.kaltura.com/index.php/extwidget/preview/partner_id/956951/uiconf_id/25390711/entry_id/1_w8d2dueq/embed/iframe?&flashvars[streamerType]=auto) for help getting started on this assignment.

    ## **Introduction**

    Using your selected organization, diagnose the organization's level of resistance, and construct a solid communication plan.

    ## **Instructions**

    **Develop a short-form video** that is no more than 5 minutes and includes a one-page summary of your video **or write a 4-6-page paper** in which you:

    1. Diagnose the reasons for resistance to change.
    2. Interpret the potential causes of resistance in the organization. Identify and describe three potential causes of resistance to your change plan. Identify and describe three potential sources of resistance to your change plan.
    3. Create a plan for minimizing possible resistance to your change management plan.
    4. Elaborate on the relationship between resistance to change and communication.
    5. Evaluate three communication strategies.
    6. Recommend one communication strategy that would apply to your organization. Diagnose why this communication strategy is best for your organization.
    7. Create a solid communication plan for your change initiative.
    8. Use at least four quality academic resources in this assignment.
    – **Note**: Wikipedia and other similar Websites do not qualify as academic resources.

    **Video Instructions**

    1. Create your video addressing the instructions above.
    – The video should not be more than five minutes in length.
    – Include a compelling introduction designed to keep your audience engaged.
    – Demonstrate a clear message (either to persuade or to inform).
    – Include a one-page summary of your presentation.
    2. Record your video using Media Gallery in Canvas.
    – Follow the instructions for [How to Record a Video or Audio Using Media Gallery in Canvas (PDF).](https://canvas.strayer.edu/courses/20528/files/12333608?wrap=1) [Download How to Record a Video or Audio Using Media Gallery in Canvas (PDF).](https://canvas.strayer.edu/courses/20528/files/12333608/download?download_frd=1)
    – On page 3 you will find instructions for how to copy the URL of your video for pasting into the one-page summary of your presentation.

    – a year ago

  • [Solved] week 8

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    [>Management homework help](https://www.sweetstudy.com/fields/business-finance-management) Thinking through your organizational experiences at school, and at work when you have been a recipient of change, how have you typically responded to these changes? What were the factors that led to those resp…

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    Assignment Prompt & Instructions

    [>Management homework help](https://www.sweetstudy.com/fields/business-finance-management)

    Thinking through your organizational experiences at school, and at work when you have been a recipient of change, how have you typically responded to these changes? What were the factors that led to those responses?

    – To help you think about these questions, consider the following (Note: these are thinking points and do not need to be answered explicitly in your response):
    – What was the change, and how was it introduced?
    – What was the impact on you?
    – What was your initial reaction? Enthusiasm? "Wait and see" attitude? Ambivalence due to conflicting reactions? Cynicism?
    – Did your attitudes change over time? Why or why not?

    2. If you or others were resistant to change, how did leadership overcome that resistance or how did they fail to overcome it and what were the consequences?

    3. Based on your reading this week from John P. Kotter's Leading Change: Why Transformation Efforts Fail, which of the 8 errors can you relate to your experience? Explain.

    ange, how did leadership overcome that resistance or how did they fail to overcome it and what were the consequences?

    – a year ago

  • [Solved] T3

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    [>Economics homework help](https://www.sweetstudy.com/fields/business-finance-economics) In essence, you are comparing these articles. You should thoroughly acquaint yourself with the articles, build a frame of reference from which to write, and form a thesis statement for your paper that captures t…

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    [>Economics homework help](https://www.sweetstudy.com/fields/business-finance-economics)

    In essence, you are comparing

    these articles. You should thoroughly acquaint yourself with the articles, build a frame of

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    of your argument.

    – [\
    \
    CaseStudySituations.docx](https://www.sweetstudy.com/files/casestudysituations-docx "CaseStudySituations.docx")

    – a year ago

  • [Solved] W2

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    [>Accounting homework help](https://www.sweetstudy.com/fields/business-finance-accounting) – a year ago **files (1)** – ## W2t21.docx **## W2t21.docx** DUE 05/25 10 multiple choice questions aout AI role in accounting. This is an opportunity for you to practice communicating somewhat complex account…

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    [>Accounting homework help](https://www.sweetstudy.com/fields/business-finance-accounting)

    – a year ago

    **files (1)**

    – ## W2t21.docx

    **## W2t21.docx**

    DUE 05/25

    10 multiple choice questions aout AI role in accounting. This is an opportunity for you to practice communicating somewhat complex accounting requirements or proposed accounting requirements to non-accountants. You will spend the majority of your time “at work” communicating with non-accountants. Each question should begin with a couple of sentences explaining an accounting requirement related specifically to your research topic. Then you ask the respondent’s opinion (e.g., agree or disagree).

    Write 3 paragraphs in APA from with 3 scholarly references in relation to your questions.

    **## W2t21.docx**

    DUE 05/25

    10 multiple choice questions aout AI role in accounting. This is an opportunity for you to practice communicating somewhat complex accounting requirements or proposed accounting requirements to non-accountants. You will spend the majority of your time “at work” communicating with non-accountants. Each question should begin with a couple of sentences explaining an accounting requirement related specifically to your research topic. Then you ask the respondent’s opinion (e.g., agree or disagree).

    Write 3 paragraphs in APA from with 3 scholarly references in relation to your questions.

  • [Solved] 8 pager

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    [>Operations Management homework help](https://www.sweetstudy.com/fields/business-finance-operations-management) 8 page no AI – a year ago

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    [>Operations Management homework help](https://www.sweetstudy.com/fields/business-finance-operations-management)

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    – a year ago

  • [Solved] 9-1 Short Paper: Controversial Event and Event Management

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    [>Management homework help](https://www.sweetstudy.com/fields/business-finance-management) 2-3 page PAPER DUE TODAY APA FORMAT One of the biggest challenges in event planning for a sport facility manager is organizing events that may be beneficial socially or financially but are contrary to the miss…

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    [>Management homework help](https://www.sweetstudy.com/fields/business-finance-management)

    2-3 page PAPER DUE TODAY APA FORMAT

    One of the biggest challenges in event planning for a sport facility manager is organizing events that may be beneficial socially or financially but are contrary to the mission of the sport facility. These events, which may be politically, culturally, or socially motivated, can cause questions from the community and facility ownership.

    – a year ago

  • [Solved] Jvcc

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