explain how the 10 issues Jansson outlined are important when trying to activate change regarding health disparities. 

explain how the 10 issues Jansson outlined are important when trying to activate change regarding health disparities. Provide 2–3 sentences for each of the 10 issues:  

1. Timing  
2. Coupling  
3. Framing and finding a title  
4. Negotiating and bargaining  
5. Assembling early sponsors and supporters  
6. Routing  
7. Media coverage  
8. Setting key endorsements  
9. Coalition building  
10. Building momentum 

Discuss a time that you experienced some type of organizational change. What was the change, what factors drove it, how did management deal with resistance to it, and what was the final outcome?

150 words

• Discuss a time that you experienced some type of organizational change. What was the change, what factors drove it, how did management deal with resistance to it, and what was the final outcome?
• Continuing from the organizational change question; were the people involved with the change under stress? How did the organization apply stress management to the situation?

How might a volatile work environment in which changes occur constantly affect loneliness?

250 words.

Review the “Lonely Employees” Case Incident 2 on page 660 and respond with answers to the questions using your critical thinking and moral reasoning skills.

Case Incident 2: Lonely Employees

“Teachers don’t have a chance to talk to each other very much … it is an amazingly lonely profession,” John Ewing, president of Math for America, notes. Math for America is a nonprofit that aims to improve science, technology, engineering, and math (STEM) teaching excellence by rewarding those who excel at it already. Another standout element of its model is to combat loneliness by forging a community of mutual social support. By providing opportunities to network and form relationships with other teachers, and thus create a community of STEM educator professionals, Ewing hopes that “it keeps people who are in their eighth or ninth year … teaching.” Steven Miranda, the managing director of Cornell University’s Center for Advanced Human Resource Studies, suggests that loneliness may not just lead to turnover but also to poor motivation and organizational citizenship behavior (OCB). “I would bet my bottom dollar that people who are lonely and disengaged at work deliver far less discretionary effort than people who have a support system or a go-to person.”

Research corroborates Miranda’s and Ewing’s observations: A study of over 500 Macanese school teachers suggests that workplace loneliness has an impact on job performance and OCB. The reason is that lonely employees do not have high-quality exchanges with their leaders and coworkers. Additional research suggests that loneliness not only negatively affects performance but also can lead to critical health problems, cognitive decline, and even early death—some are even calling it a public health epidemic.

Loneliness can be cumbersome for leadership as well. As Jim Hertlein, managing director of Boyden (an executive search firm), says, “A CEO’s role is probably the loneliest in the business … they’re expected to be always on their game. They’re not allowed to have a bad day.” However, this might be contingent on the degree of power that leaders have. Studies have shown that having more power actually decreases one’s loneliness. This might be because those in power often feel the need to belong a lot less and thus feel less lonely.

Overall, combating loneliness in the workplace can begin with you: By reaching out to colleagues and building bridges, you can create friendships and help alleviate the strain of being lonely. Managers and supervisors may also be able to help by structuring work and cultivating an atmosphere where coworkers can become interpersonally engaged and connected to one another.

Questions 

18-17. How might a volatile work environment in which changes occur constantly affect loneliness? How might a stable work environment where the status quo does not change affect loneliness?

18-18. Who do you think loneliness tends to be more of a problem for, employees or their supervisors (or managers or executives)? Explain.

18-19. What role does society play in crafting a global corporate culture of loneliness? Explain.

Discuss the interactions between Henry and Catherine.  Is Henry Tilney’s “teaching” of Catherine patronizing or bullying or is he just teasing her?

1. Discuss the interactions between Henry and Catherine.  Is Henry Tilney’s “teaching” of Catherine patronizing or bullying or is he just teasing her? Why does Henry feel the need to treat Catherine the way he does?  Is Catherine open to his “help” or does she resist it?  What effect does this have on your feelings about both characters?
2. In this same line, what do you make of Henry’s teasing of Catherine when it comes to correct language usage (he teases her about her usage of the words “amazingly,” “nicest,” and “torment” — all in chapter fourteen)?  One scholar, Robert Irvine, has suggested that Henry relies on a masculine, patriarchal discourse as a way of “controlling women, not physically by locking them up or removing them from a house, but by controlling their language, telling them what they may and may not say” (Irvine 49).  Do you agree or disagree?  What do you make of Henry in this chapter?
3. Last week, we read Jane Austen’s opinions of novels in the authorial intrusion in chapter five, and we also read John Thorpe’s opinion of novels.  This week, we read another male character’s opinion of novels:  Henry Tilney’s.  While one male voice condemns the novel genre (Thorpe), one male voice joins in with Austen to defend novels (Tilney).  What do you make of Catherine telling Henry in chapter fourteen that “they [novels] are not clever enough for you — gentlemen read better books” (77).  Why does she say this to Henry?  How is Henry’s response to her important?  What benefit do you think comes from Henry supporting the opinions of Austen herself? 

How does the interviewee show respect when doing business?

For this Week Cross-Cultural Interview Papr, you will interview someone from a cultural group different from your own.  You will be required to ask the interviewee about his/her experience working for an organization.  Upon completing your interview, you will then provide a detailed written analysis of the interview.  By completing this assignment, you will learn to increase your cross-cultural awareness and knowledge.

Cultural differences may include gender, ethnicity, age, language, customs, religion, and sexual orientation.  Keep in mind that you will get the most out of this cross-cultural assignment when the person you are interviewing is as different from you as possible.  You are expected to incorporate the following interview questions into the papr:

• Who was your interviewee?
• How was this person culturally different?
• Where does the interviewee work and what is the industry of the organization?  Why does this matter?
• How does the interviewee show respect when doing business?
• What would the interviewee consider to be rude business behavior?
• What would the interviewee consider unethical business traits?
• What differences does the interviewee perceive between himself/herself and members of other cultural groups in the workplace?
• What aspects of the interviewees culture or identity does the interviewee suppress at work and why?
• What aspects of the interviewees culture or identity can the interviewee use in his/her work with others?

Your written analysis should include a summary of the interviewees’ responses, as well as reflections on your own learning. The majority of the papr should be written from the standpoint of what you learned from the interview.  Remember, you are conducting the interview to increase your own cross-cultural awareness and knowledge.  It will be beneficial to you to link any relevant theories from the course to what your interviewee told you and your own critical reflection of the interview.

Your written analysis is to be a minimum of 3 complete pags in lengt.  Going over the minimum pag lengt requirement is acceptable; however, I am not looking for a 10+ pag essy.

Identify how overreliance on the employment-at-will doctrine can create problems for supervisors and employees.

150 words

• Identify how overreliance on the employment-at-will doctrine can create problems for supervisors and employees. What are the ramifications if companies default to EAW rather than dealing directly with employee conduct problems?
• Give some examples of how technology is creating employer–employee rights and policy issues. Then suggest some possible actions that may be needed.
• Discuss the following statement: If management gets a union, it deserves one.
• Several states have limited public-sector union power. What are some reasons for lawmakers taking this stand? What are the advantages and disadvantages of workers in the public sector belonging to labor unions? How does this impact taxpayers?

How would you communicate a data security policy that required software checking of employees’ emails?

1 Pag lengt

For this week Case Study, you will review the following case study. Upon thorough review of the case study, you will answer the questions at the end of the case study.

Data Security

Policing the workplace used to mean reminding employees about personal phone calls and making sure that papr clips did not disappear. But with the computer revolution at work that began in the 1990s, checking on employee behavior at work became considerably more technical. The threats to data security, not to mention other threats for potential lawsuits (e.g., sexual harassment), are now more complex as well. New federal laws pertaining to financial and medical records have put increased pressure on companies to protect their data. But auditing user privacy cannot be done without input and buy-in from HR, notes a senior consultant with an IT security firm in Massachusetts.

Whether the concern is in appropriate Internet usage or transferring files outside the company, HR may be the first to learn of a problem. Although the possibility of outside attacks on the computer network is a real problem, the threat of internal security breaches is even greater. The growing insider problem and the sheer volume of electronic messages coming into and out of a company (a large company easily processes one million e-mails per day) present HR with a challenge on data security policy development, implementation, and enforcement.

HR may be asked to “identify personnel at risk” who might require more stringent watching, such as people who are sending out résumés. In many cases, people leaving organizations take advantage of the opportunity to take intellectual property with them. Security software identifying employee behaviors will always require HR involvement. Policy violations, banned sites, and stealing identity data are examples. Companies look very bad when sensitive customer or employee data are stolen or leaked to the public. Employees can easily resent the security measures and see the security as “Big Brother” watching. However, the growth of identity theft and spyware means that more employees have been personally affected by data security and are more likely to recognize the need for their employers’ data security efforts.

At Spherion, HR publishes a “computer and telecom resources policy” that specifies appropriate usage and a code of conduct. Employees must read and sign the policy. The company also has an IT Risk Team with members from HR, accounting, internal auditing, and other departments.

There are, of course, attempts at a purely technical solution to the problem. But it is clear that HR must have a role in balancing employee privacy with company risk management. A simple act, such as a bank’s loan officer burning credit information to a CD and selling the data to another bank, can undo all the technical protections. The human side—developing a policy, communicating it, helping people understand why it is needed, and applying it fairly—is the big piece for HR.

Case Study Questions

1. How would you communicate a data security policy that required software checking of employees’ emails?

2. What elements should a data security policy for a bank include?

3. Employee data theft most frequently occurs with new employees or when an employee has given notice and is leaving. How would you deal with these two very different issues?

Consider the factors affecting location decisions for manufacturing and services. How are they different?  

150 words

1. Consider the factors affecting location decisions for manufacturing and services. How are they different?  
2. In most cases, the manufacturing operations supply products to the service operations.  What strategies are used relating to the supply chain logistics network to support improved performance? 
3. Consider the operational risks that exists within a supply chain.  How can ERP systems and lean systems be applied to help mitigate these risk within the entire supply chain?

Discuss three examples you have observed in purchasing products or have read about recently (10 years) that are examples of supply chain sustainability.

150 words

1. Discuss three examples you have observed in purchasing products or have read about recently (10 years) that are examples of supply chain sustainability.
2. Discuss how reverse logistics relates to supply chain sustainability.

Regarding financial responsibility, what business risk does cliff bar and company face with so many parts of its supply chain outsourced?

250 words

For this week Skill Building Activity, you will complete the following steps:

1. Watch the “Supply Chain Sustainability at Clif Bar & Company” video Supply Chain Design at Clif Bar & Company from GMC Online Course Development on Vimeo.
2. Review the “Supply Chain Sustainability at Clif Bar & Company” video case on pages 597-598.
3. Respond with answers to the questions using your critical thinking and moral reasoning skills.  If you are asked to draw an illustrative figure such as a chart, graph, or diagram, please do so and upload your document/s with your responses.  Refer to your uploaded document/s in your responses, e.g., Question 2: See attached MS PowerPoint presentation for my detailed flowchart of the Ice Cream making process.

Questions 1. In what ways does clif bar have a sustainable supply chain?

2. Regarding financial responsibility, what business risk does cliff bar and company face with so many parts of its supply chain outsourced?

3. What issues or risks to sustainability could cliff bar and company encounter if it chose to expand to international markets?