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Q-300 wordConsider your leadership style at present and perhaps years from now. Is leadership style fixed and unchangeable or flexible and adaptable? What is your reasoning?What is your style of leadership and why does it/would it work best for you?KentResponse-60 wordLike stated in my title, the two forms of advertising methods I would like to talk about are Humor and Testimonial. Firstly, I believe these two are the most memorable. If a commerical is comical enough, a person could recall it. If a commericial has a famous person in it, a person could recalll it.Examples for testimonal statements from celebrities: Kardashian Beauty (Kardashian family), Malibu (Lauren Conrad), L'óreal (Beyoncé), Activia (Jamie Lee Curtis), H&M (David Beckham), Pepsi (Britney Spears), Dior (Natalie Portman), iPhone 4s (Zooey Deschanel).While I gave a lot of examples, I would expect everyone in this class to recognize at least one celebrity endorsement. While most of the men may not be intersted in the cosmetics I listed, I'm sure they have seen the Activia commercials or H&M featuring David Beckham commercials. There is a celebrity endorsment for everyone. A tween who is purchasing her first make up may see Beyoncé in a L'oreal ad and say "if Beyoncé can look that fabulous wearing L'óreal, so can I". The bigger the celebrity, the more people likely to purchase the product. Likewise, if it is a celebrity from a different time or an obscure celebrity, it will not have the impact of an A-lister. Who is to say L'óreal, a reletively inexpensive make up brand, works better than Lancôme, who's foundations cost between $40-$60? Beyoncé, because she endorses L'óreal. Humor I feel can reach a much wider audiance. In order to know celebrities, one must watch tv, read magazines, follow them on social media, etc. Not everyone watches TMZ or has the entire site of IMDB.com memorized like I do. Because of this, some celebrities may not be recognized, defeating the purpose of paying them to endorse their product. If it is simple, knee-slapping humor, most ages will understand the joke. For example, a few superbowls ago, Doritos had a commercial with a dog who ran into a door because he wanted the Doritos so bad. My stepfather and myself both whole heartedly laughed at it, despite our 33 year age difference. Durex ran a commercial (that was later banned) that had animal balloons made from condoms squeeking in questionable positions. I understood the referance and found the humor in the commerical, but my 13 year old brother at the time did not (fortunately because durex should not be advertising to 13 year olds). Other memorable humorous commercials: Budlight: Whatever happens next, Volkswagen: Darth Vader, Pistachios: Stephen Colbert, Old Spice: every commerical ever, GoDaddy.com, T-Mobile: Kim Kardashian, Snickers, Esurance: Walter White.Again, there are a plethora of humerous commercials for all ages. I would remember a commercial more if it were funny, rather than the celebrity endorsement, but it would vary highly depending on the product. http://www.celebrityendorsementads.com/celebrity-endorsements/Response-60 wordThroughout the many terms and ideas of advertising presented throughout the reading, I found the slice of life method to be one the most effective and interesting methods chosen. Again, the slice of life method is an advertising technique where a real life problem is presented in a dramatic situation and the item being advertised becomes the solution to the problem. This advertising format is relied upon heavily by detergent manufacturers. Often times we may not even realize how dramatic an issue or problem may truly be but through advertisments, the issue is highlighted and then resolved by none only then the product. This has time and time again shown to be an effective way of advertising. P&G who controls much of the market of household goods, was one of the first to introduce the slice of life advertising back in the 1950's. It is evident that this is an effective form of advertising because of the success that P&G has shown and continues to show while implimenting this form. https://cbumarketing.wikispaces.com/Slice-of-Life+FrameworkQ-200 wordThe weekly textbook concepts for our discussion this week are:Functional Organizational StructureDivisional Organizational StructureStrategic AllianceOutput ControlManagement By ObjectiveOrganizational Change Management  Select one of these concepts and find a related article at Fortune Magazine: http://money.cnn.com/magazines/fortune/ or the Wall Street Journal: http://www.WSJ.com (you can use the Wall Street Journal every week for your discussions in this course - try an inexpensive student subscription).Search by entering your topic in the search box and you will find one (or several articles) to analyze.  Remember to focus upon your selected concept in your analysis.  After reviewing and analyzing one of the current events articles, post your analysis for your classmates to review.Post your answer in the following format:CONCEPT:ARTICLE SUMMARY:ARTICLE ANALYSIS:OPINION:Q-200 wordThis discussion will require you to watch a specialty television network for a while.  By that, I mean networks like Disney, the Cartoon Network, National Geographic, or MeTV.   It is a multi-part project.Part 1 - Learn as much as you can about the network's advertising demographics.  You can usually find that with their media kit on the network's website (look for the "advertise with us" link, usually at the bottom).  Or, you can do a Google search for phrases like "advertise on HGTV" or similar.Part 2 - As you watch, pay attention for an example of advertising that seems properly targeted – something which seems to match that media choice to the intended audience.  For example, a lawn edger being advertised on HGTV would make clear sense from a targeting standpoint.Part 3 - Also you watch, pay attention for an example of advertising that is NOT properly targeted – something which seems totally off-base in its media choice compared to the intended audience.  For example, does it make sense for AARP to be advertising on Nickelodeon? Discuss your findings and thoughts about each. Q-180 wordRead Online Sponsorships on page 238 of the textbook.  What did you learn?  What is your opinion of this type of sponsorship? Investigate/research and present to us an online sponsorship that you know/learned about.Q-180 wordIs all sponsorship ethical? Explain at least one instance of sport sponsorship that bordered on the ethical/unethical line. Students MAY NOT repeat sponsorship instances (first come first served :)!Q-200 wordDiscuss a mental model that the leaders of your current or former organization hold that needs to be changed.  Describe the model and explain how it needs to be changed. How will/would making this change, affect the culture of your organization?Q-200 wordWhen you think about the teams at work, discuss:How these teams perform in meeting their goals,Whether team members share the same vision for the team,How members of these teams can work better together,  andHow departments of your company can work more collaborativelyQ-200 wordManaging Change in Organizations"  Please respond to the following:Determine why change is so difficult for organizations. Propose two ways that human resource (HR) specialists can assist in making change easier.Propose two ways that an organization can prepare its employees for the changes involved with some significant activity within an organization (new computer software, layoffs, etc). If you went through some type of organizational change and felt it was handled correctly consider sharing that with us. Conversely if things didn't go as well as planned what could have been done differently? Remember for full credit for each discussion thread you need to respond fully to the discussion questions AND respond to at least one other student. Response-80 wordTop of FormChange is difficult because many get stuck on the past and do not really see a future view so they get set in their ways. However, times show that last week the newest phone may be obsolete in less than a month. Technology shows this everyday so in an organization it makes it hard because sometimes policies change or what is easier takes precedent. I know when we got new technology at my job it was hard to transition because the old way was easier and still available. Human Resources can make things easier by doing training in advance to the change so that people do not feel uncomfortable. When a company is changing software, programs or something significant they should take the time to properly train those involved because it causes controversy if someone does not feel they can perform their duties properly. Secondly the companies should allow feedback because it makes a difference. When there are changes one should know how it affects everyone. Change is inevitable is something I have learned, but there still is that happy employees brings in more for the company. Therefore, it is important to look beyond just what is there and build off new ideas for all parties involved. Now in my previous employment I do not think the change was handled properly because so many were confused about the new programs initiated. I was out sick for 2 weeks came back and had 2 days to learn a completely new system which made me a disgruntled employee. I would say give people a chance to get comfortable and develop but also work with those that want to learn. Response-80 wordWhenever any one hears about change people either smile if they are inform it is to improve work flow and some season employees may frown to change their mechanical work flow. Technology is the way of the future and if any business needs to stay ahead of the competition then that organization would need to stay ahead. This is so true when it comes to HR acquiring new talent and is old adequate methods are used then the opportunity to get the most created staff would be diminished.  One of the hardest is to introduce new technology to a workforce who is not diverse with technology without any prior training or follow up training. Training is the key to understanding, but how it is taught and follow up is the link which will help an organization to retain and maintain. The first step when introducing any new ideas is to have a plan in place on how it will be administer, then applied and then follow up or maintained.                When a new process is introduce and employees are not comfortable working the process, they may revert back to their old way of handling things, get frustrated with the new way and diminish the quality of work.  There would be a potential decrease in the productivity and moral leading to employees leaving the position. Allowing employee input to new changes is a great way to know what is needed to help the employee to excel in their work and a great way to create a product that is user friendly but also efficient.  When an employee is comfortable performing their work, the creative side often appears to enhance the process flow which will lead to the employees having an understanding that their opinion matters. I can remember is one of the organization I was employed, a new process was introduced, because of a new entity the company was acquiring. There was a one week notice that the new process was going to be deployed for handling the acquired company and the old process for the old company. The processes were confusing for new employees and the error rate increased and the moral decrease. If training was put in place to train all new employees on the new process and not the old, since the company was moving towards the new process then the confusion and defects would have been low.Q-200 word"Future of Human Resource Management" Please respond to the following:From the e-Activity, examine three trends in HR. Provide probable causes for these trends. Predict how these trends will affect organizations in a single sector of your choosing. Examine the duties and responsibilities of a HR specialist. Determine the contributions that someone in this position makes to an organization. Support your position.Response-80 wordHello,The business world and economy has always been evolving since the beginning of its time. In today's economy, powerful transformation is much more important and is in fact happening. Three trends that stand out the most are Demographic, Fresh Standards of Work, and Skills Gap. These trends are main the cause of the workplace's shift. Concerning Demographics, due to the large population of young workers, global migration is becoming the new trend for job seekers. Women and youth workers take up more than half of the global's labor force. Workforces are becoming more geographically diverse as young workers in developing regions move to more prosperous countries to find work or become global telecommuters who work remotely. New Standards of work simply includes the rise of the Internet that has promoted a new way of working called crowdsourcing.  Crowdsourcing is outsourcing from the crowd; it allows an organization to leverage the collective talent of the crowd to get work done, often in more efficient and cost-effective ways than the traditional employment model. Lastly, "Skills Gap"; educational authorities are struggling to resurface their systems to meet the needs of the modern workplace. Education and Oprating Skills are becoming less compatible to one another. Almost every organization is trying to be different and stand out, while colleges are trying to catch up. Sadly, public high schools aren't trying to catch up; which leaves the Economy Intelligence Unit (EIU) to believe that many high school and college graduates will not be prepared for the workplace. As an HR Specialist, one of its responsibilities include assisting with the hiring process by coordinating job postings on websites, reviewing resumes, and performing telephone interviews and reference checks. While performing the mentioned duty, the HR Specialists can hone in on the possibility of longevity for the potential candidate by creating a survey of questions that are surrounded by the Dempgraphic, Skills Gap, and New Standards of Work.  ReferencesStewart, G. L., & Brown, K. G. (2012). Human resource management (2nd ed.). Danvers, MA: John Wiley & Sons, Inc.SHRM Foundation. (2014). The changing nature of work and the worker (p. 20). Retrieved from www.shrm.org/about/foundation/products/ Documents/2014%20TL%20Exec%20Summary-FINAL.pdfResponse-80 word\ As I mentioned in discussion 1, change can make or break an organization and to deploy it is the key to a successful execution and maintenance. Technology is always changing and what is new today maybe oldtomorrow.1.    Flextime and telecommuting will continue to grow. Flextime and telecommuting have been found to have positive effects on everything from retention to employee health, so it’s no surprise that both will likely continue to grow in popularity2.    Online hiring will increase in popularity as well. Most HR pros will conduct interviews via video, and that trend shows no sign of slowing down.  Most small business hire form online and this gives them a competitive advantage.3.    “Fractional employment” will help small businesses compete. With the popularity of on-demand businesses like Zipcar increasing among consumers, small businesses are also beginning to use talented temp or freelance workers on an as-needed basis more and more.Performance Management “provides a means of combining business strategy and technological structure to direct the entire organization towards accomplishing common organizational objectives” (Ariyachandra & Frolick, 2008, p.113). PM allows attaining and maintaining the strategic alignment of an organization. PM is “a series of business processes and applications designed to optimize both the development and the execution of business strategy (Ariyachandra & Frolick, p.113).The critical point with PM is to view it closely tied to the HRM strategy and not in isolation. PM has a strategic perspective and it is only with it that PM will be able to measure the effectiveness of HRM strategy. Besides, all employees should contribute to the strategic perspective of the organization and as a result to its PM function.The two primary tasks of PM are: first, to create strategic goals in an easiest way and second, to support the attainment of these goals. Strategic goals need to be expressed in precise objectives and key indicators of performance. In fact, performance incentives are then linked to these goals and performance indicators.ReferencesAriyachandra, T.R., Frolick, M.N., 2008, Critical Success Factors in Business Management-Striving for Success, Information Systems Management, 25(2), 113-120. 
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Question # 00059835 Posted By: neil2103 Updated on: 04/07/2015 02:33 AM Due on: 04/30/2015
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