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200 wordThis team area should be the main work space for team activities. Only the members of your team will be able to access the information contained here. Please use this area to negotiate the possible renewal with the supplier.There will be a minimum of one to two students assigned by your instructor to each negotiation team: So for example: Team A, 2 students represent Group Green Market (GRM) and 2 represent Group Organikfarms (ORF). Team B, 2 students represent Group Green Market and 2 represent Group Organikfarms. Each student's initial posting by Saturday should be a summary of the problem as surmised from the scenario. Then each team, Team A GRM team and Team A ORF team for instance, will negotiate using the negotiation process outlined belowwith the suppliers or the market negotiators based on their assigned team role below. Remember to identify each member with the first name and GRM 1, GRM2, and ORF 1, ORF 2. An example would be: Susan GRM1.Scenario: GreenMarket (GRM) assures their customers of the freshest certified organic produce. They are located in California. They have markets predominantly in the western states of the U.S. Recently there have been some social networking sites and blogs with a few comments that some of the produce is in fact not organic. The contract with Organikfarms (ORF), a produce supply company is up for renewal. GRM does have another supplier that they also rely on. Q-300 wordCreate powerpoint 2 slides only on the pros and cons of verbal and non verbal communication.3. Include 1 reference slide4. Narrate your presentation. Your presentation needs to be narrated with speaker notes Q-180 wordImagine that an employee who reports to you has a low expectancy for successful performance. Identify and describe at least two possible actions you might take to increase this person's expectancy.Response-80 word  One key term that I would like to mention, that encompasses a great deal of the theories involving work performance and individual work performance, is that of performance management.  Performance management is defined by Kreitner as “an organizationwide system whereby managers integrate the activities of goal setting, monitoring and evaluating, providing feedback and coaching, and rewarding employees on a continuous basis” (2013, pg. 238).  I brought this up because I like the idea of relatively short reviews and the overall impact it can have on an individual just by saying “good job” every so often, rather than waiting for the next year to hear a “good job” from your supervisor during the annual reviews that most organizations offer.  However, this term alone cannot be the solution for motivating an employee and increasing their overall performance in the workplace.  I think that the best way to motivate and individual is to provide them with specific goals that are attainable with their current set abilities. Also, whilst they are performing their tasks, positive reinforcement is always recommended when they are performing well and according to plan.  Once the employee is finished with their task, I would provide feedback as to how well, or poorly, they conducted themselves and completed the task or goal.             When I was in the military, it was a requirement that I counsel my soldiers monthly.  When I say counsel, I am referring to monthly performance reviews that allowed me to have face-to-face discussions with each soldier and detail to them what I saw as unwanted behavior and also how well they were performing over the past month.  This would also be a time that I would set goals for them to achieve for the next month.  I found that it was always better to condone good behavior and exceptional performance first, then lead out with what they needed improvement on and end the session with more positive reinforcement of the things that they have done well.  I realized the more positive that you make counseling session, the better the overall attitude of the soldier, and therein their continued outstanding performance.  However, if the soldier were behaving inappropriately or incorrectly, it was imperative that they be informed of these actions and corrected.  For this particular instance, I think of Thorndike’s law of effect.  The law of effect states that “behavior with favorable consequences tends to be repeated, while behavior with unfavorable consequences tends to disappear” (Kreitner, 2013, pg. 256).             This is why I believe that feedback is so important regarding increasing the performance of an individual.  If you don’t have goals set for under-performing individuals, they generally lack the self-motivation to perform their tasks without instruction.  This is why it is so important to have stated and declared goals for individuals with poor performance so that it allows them to see and act on what must be done.  Also, providing feedback is extremely important as it informs the recipient of how well or how poor they are performing and also presents them with the opportunity to reflect on their positives and mistakes in attempts to correct those issues or improve upon them. Kreitner, R. & Kinicki, A. (2013). Organizational behavior (10th ed.). New York, NY: McGraw-Hill Irwin.Response-80 wordCOLLAPSETop of Form I recently formulated a plan with a fellow Petty Officer of the same rank in discussing a new tactic to motivate an infamous underachieving subordinate.  This member has just the same amount of time in service as I do and has been in aviation longer but I have advanced past them as well as others with less time.  His personal confidence is constantly a problem as well as white lies of insubordination that keep stacking up unproven, but annoying.  He is at a crossroads in his career in both expectations and performance.   The fellow peer Petty Officer and myself devised two ways to motivate our troubled coworker.  Depending on his acceptance and application of the first would effect the presentation.  We decided to utilize a performance management system whereby managers integrate the activities of goal setting, monitoring and evaluating, providing feedback and coaching, and rewarding employees on a continuous basis (Kreitner, 2013, p. 238).  In the past this underperforming employee had been counseled and criticized with performance documentation.  His reaction to each instance over the past few years has been melodramatic and the counseling deemed ineffective.  Our new tact of setting goals and expectations to become the go to guy in the shop excited and lifted the once reluctant employee in the meeting held by the more senior Petty Officer.  Our long term goal for this individual is to sculpt him to have an entrepreneurial personality with a need for achievement.  We needed a driven person for other younger Petty Officers to look up to by setting the example while attaining a high standard in their actions (Kreitner, 2013. p.209).   This sit down was two weeks ago and the process has been slow and trying for everyone, but the message is being reinforced with constant tutelage and recommendations.  The attitude in the shop has even opened a once hesitant approach to tasks to a healthy flow of learning and communication.   Another approach, which we are now using in conjunction with achievement motivation, is identifying the individual motivators and hygiene factors from Herzberg’s theory.  Our management goal is to get everyone out of the Herberg’s “zero midpoint” in the shop.  “Conceivably, an organization member who has good supervision, pay, and working conditions but a tedious and under challenging task with little chance of advancement would be at the zero midpoint.” (Kreitner, 2013. p.212).   If still underperforming after the care and commitment from a very supportive management team we will undoubtably have to counsel the member on the effects of poor performance and document specifics.  Their actions will hurt there chances of advancing in an already competitive specialty rate and their retention and future in the Coast Guard would be at stake.  These regulations and guidelines are exemplified by our core values of honor, respect, and devotion to duty.  If personnel choose to continuously neglect to follow our values it is time to find another career.  After all lives are ultimately at stake.-J. Levi BergResouce:Kreitner, R., Kinicki, A. (2013). Organizational Behavior (10th ed.).        New York, NY: McGraw-Hill/Irwin.      Bottom of FormQ-180 wordRespond to the following:Describe a real-world situation from your present or former employer where a supervisor’s feedback instructed or motivated others to take action.Identify and describe which motivational theory or theories from this module the supervisor considered (or should have considered) prior to addressing the situation.Describe whether or not the supervisor’s motivational strategy was effective at bringing about positive (or negative) change in others’ behavior. If the supervisor’s strategy proved ineffective, explain alternative or follow-up actions you might take to improve the results.Post your primary response on the discussion board. Be sure to review your writing for grammar and spelling before posting. Read any postings already provided by your instructor or fellow students. See the SBT Discussion Rubric for how you will be evaluated for this activity. Remember to read the feedback to your own major postings and reply to it throughout the module.Response-80 wordEvery week when I was in the military for my last duty location, the commander would make a speech about the next week.  He would always say “if you all work together and finish the assigned tasks for the next week, you can leave early on Friday after the safety briefing”.  He would also explain that anyone who were to take a physical fitness test and score over 280 (out of 300), that they would be awarded with a four day weekend, of course, with proper early notification.  The commander would always give feedback in his speeches about our overall performance and how close we came to our goals for the week and month and so on.  In my opinion, the commander was more oriented towards the goal setting theory.            A goal is defined by “what an individual is trying to accomplish; it is the object or aim of an action” (Kreitner, 2013, pg. 222).   In the previously mentioned case, the goal was to get off of work early on Fridays and to obtain a four-day-weekend when it was made available by achieving certain goals. As you could expect, by the commander setting these goals, there were a lot of individuals who were able to leave early on Friday due to the increased amount of effort and time that they put into their work for the week.             The overall view of the goal theory is that; goals increase an individual’s persistence and effort exerted at accomplishing tasks set for them, goals are a great tool for achieving the overall goal of an organization from an individual’s perspective, goals regulate effort and focus attention (Kreitner, 2013).  Studies have shown five key aspects of the goal setting theory that are applicable to goal setting and its efficacy; specific goals lead to greater performance, feedback enhances the effects of goals, participative, assigned, and self-set goals are generally equal in regards to motivation and performance from such, action planning facilitates goal accomplishment, and goal commitment and monetary incentives affect goal-setting outcomes” (Kreitner, 2013, pgs. 224-225).  These are all important aspects when considering how effective goal setting can be when used as a motivator to increase work performance across the board.            The commanders plan to initiate individuals to perform better and more efficiently at their jobs resulted in a spike of four-day-weekends and early Fridays.  I would say that the plan and feedback that he had instituted with his speeches was incredibly effective in motivating the soldiers that he was commanding.  To set these goals, which not only make work more efficient and meaning, they also help to increase the individual responsibility of the soldiers that were competing for the completion of their tasks for a reward.  In regards to the physical fitness test, we had one of the best overall company scores in relation with the rest of the battalion.  All in all, I would say that his tactic was extremely effective.Kreitner, R. & Kinicki, A. (2013). Organizational behavior (10th ed.). New York, NY: McGraw-Hill Irwin.Q-180 wordRead the section on Secondary Ticket Market, pages 213-218 of the textbook.  How would you help your organization benefit from the use of secondary markets?  What have leagues such as Major League Baseball and the National Basketball Association done to utilize the secondary ticket market to their advantage?Response-50 wordI would help out my sports organization by selling the tickets online. Online ticket market provides easy access to buyers who are searching to purchase tickets, however they feel priced out by franchise box offices. I would also provide the best ticket price offer options to the customer as well. I would also make sure im following the guidelines when dealing in the secondary ticket market. I would also provide the best service as possible, while building a relationship with the potential customer. I would also develop a direct data base in marketing that will gather information about past consumers, current consumers, and the potential customers also to find out what kind of tickets the customers usually purchase.The MLB has been holding tickets back instead of flooding the market with inventory that gets priced down by brokers. The result is secondary market prices are unexpectedly high for some teams that are not often associated with exspensive tickets. By limiting the supply of inventory, teams are hoping to reverse that trend and drive fans back to the box office.The NBA has been using employees to sell tickets online and over the phone by tellemarketing potential customers. Also the NBA uses ticket master that will list tickets for games sold by both teams and fans. Ticket master's CEO Nathan Hubbard says its time for teams to get data and do what Procter & Gamble and GE does with data: to find the best product for the consumer at the right price in the best distribution channel possible. Ticket master's analytics platform has helped teams better to price tickets and their are no issues when transferring bar codes from primary and secondary markets. These are some thing that the MLB and the NBA is doing to utilize the secondary ticket market.Response-50 word  I would help my organization by offering a variety of prices when it comes to selling tickets for games if it were possible. People will look the other way every time when they see a single standard price that is out of their price range. You have to give people the freedom of choices and with secondary markets you give them these options. The NBA has done a great job in partnership with Ticketmaster where it consolidates the teams' primary and secondary ticket selling options in one place. While in MLB, StubHub is the official secondary ticket partner where business is done. I think this is a huge deal that the MLB and the NBA are taking advantage of where they still get a piece of the pie instead of getting nothing, because the secondary market will only get stronger and harder to beat in sales with Internet access, buying more than is wanted or needed at a lower price, ability to offer packages containing games or events without owning multiple ticket plans, and the overall package flexibility.Q-180 wordReview the video. Is scalping tickets a good idea? Bad idea? Fair? Why do you think this way?Response-50 wordScalping is good to a certain degree. Some states have no laws on scalping, so its ok and some building directors allow scalping during sports event when its on a one on one basis. However if scalping is causing problems, the organization can remove the scalpers from the building or remove them off the premisses. If you enjoy providing customers with quality tickets and making money, then scalping can be a good thing for you.  If your not into sales, or have the criteria of being a salesman, then maybe scalping is a bad idea for you.
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