Develop both an external factor evaluation (EFE) matrix and an internal factor evaluation (IFE) matrix for a chosen organization, and write an analysis of the pros and cons and applications for use of each of these analytical tools.IntroductionAn EFE matrix summarizes the results of an external audit. Using an IFE matrix to identify and prioritize internal factors fosters communication across functions and allows functional employees to articulate their concerns about the organization’s business condition.
Assessment 2 instructions: efe and ife matrix | 4015 | Capella University – Minneapolis, MN
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Develop both an external factor evaluation (EFE) matrix and an internal factor evaluation (IFE) matrix for a chosen organization, and write an analysis of the pros and cons and applications for use of each of these analytical tools.IntroductionAn EFE matrix summarizes the results of an external audit. Using an IFE matrix to identify and prioritize internal factors fosters communication across functions and allows functional employees to articulate their concerns about the organization’s business condition. An EFE matrix, an IFE matrix, and a SWOT analysis, which identifies the internal strengths and weaknesses and the external opportunities and threats to an organization, are often completed together.Because of increased turbulence in business markets, an external audit is an important part of strategic management. An external audit includes collecting and evaluating information about competitors, technology, and legal, governmental, political, environmental, demographic, cultural, social, and economic trends in the marketplace. Organizations must empower their employees to identify, monitor, forecast, and evaluate external forces. Failure to do so might mean missed opportunities or ineffective strategies. It is important to use the Internet and information technology to gain information about the competition. Using an external factor evaluation (EFE) matrix and competitive profile matrix can help evaluate markets.Organizations also audit their internal strengths and weaknesses, including the major functional areas. The core operations of most organizations include management, marketing, finance, operations, research, and information systems. An internal audit helps ensure an organization’s health and may help establish competitive advantage and strengthen bottom-line performance. To do an internal assessment, strategists identify and evaluate internal strengths and weaknesses and formulate strategies for effectiveness. The process of doing an internal audit is an opportunity for employees throughout the organization to participate in choosing the future of the organization. Involvement in the process can energize and mobilize the enterprise.PreparationSelect an organization for which to create an external factor evaluation (EFE) matrix and an internal factor evaluation (IFE) matrix. Ideally, the company you choose will be a familiar one and one to which you have easy access, such as your place of employment or a company close to where you live. You may use the same organization for other assessments in this course.The following resources are required to complete the assessment.CAPELLA RESOURCESClick the links provided to view the following resources:
Using the EFE Matrix Template linked above, record the external factors, weights, ratings, and total weighted scores for your chosen organization. Once you complete the table in the template, discuss the pros and cons and applications for use of this analytical tool. You may record the written portion of the assessment in the template document, or you may create a separate document.
Using the IFE Matrix Template linked above, record the internal factors, weights, ratings, and total weighted scores for your chosen organization. Once you complete your IFE matrix table, discuss the pros and cons and applications for use of this analytical tool for the organization. In addition, propose strategies that address the following. You may record the written portion of the assessment in the template, or you may create a separate document.
What do you think would allow the organization to capitalize on its strengths?
What do you think would allow the organization to improve upon its weaknesses?
What are potential issues for stakeholders in their functional areas?
Additional Requirements
Written communication: Written communication is free of errors that detract from the overall message.
APA formatting: If you use sources, ensure that resources and citations are formatted according to current APA style and formatting guidelines.
Font and font size: Times New Roman, 12 point.
Competencies MeasuredBy successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
Competency 1: Evaluate key elements of the strategic planning process.
Develop an EFE matrix that includes factors, weights, ratings, and total weighted scores.
Develop an IFE matrix that includes factors, weights, ratings, and total weighted scores.
Competency 2: Analyze issues associated with stakeholders in the strategic planning process.
Interpret how the organization can capitalize on strengths.
Interpret how the organization can improve on weaknesses.
Illustrate potential issues for stakeholders in the functional areas.
Competency 3: Apply a sequential process for developing and implementing strategies, goals, objectives, and tactics as part of the strategic plan implementation.
Discuss the pros and cons and application of each of the analytical tools.
Create a concept map for one of the topics from the list below: Diabetes Mellitus Diabetes Insipidus Hyperthyroidism vs. Hypothyroidism Metabolic Syndrome Cushings Syndrome The content of the concept map must include: pathophysiology definition
Project 5 Create a Cause-and-Effect Diagram There’s always the chance that something will go wrong, a stakeholder wants something different, technology doesn’t work as planned, and what you are working on becomes outdated. The Ishikawa Diagram (Fishbone Diagram) is a tool that can be used to help in the analysis of what is going wrong. Take a look at your project and refer back to Figure 7-2 or the internet and create a diagram that lists a potential issue you may have and look at the components of what you would look at to address it. Here are a couple of websites in addition to your text that you can refer to:
https://kanbanize.com/lean-management/lean-manufacturing/root-cause-analysis/fishbone-diagram
https://www.qimacros.com/fishbone-diagram-template/index2.php
Prepare a memorandum to the tax manager outlining the information you found in your research. Format the memo to include: Restatement of Facts (paraphrase) Identify at least three main issues based on these facts Provide a conclusion for each issue
Your submission should not be more than 6 pages long.
Use the attached file to find the case you have been assigned.
Purpose: The purpose of this is to enable you to meet the following goals:
Understand the role of a tax practitioner
Identify the tax issues involved in a scenario
Be able to conduct comprehensive tax research utilizing on-line tools in order to formulate a solution to the issues raised.
Be able to articulate and defend a tax position in writing.
Task: In order to successfully complete this assignment you must:
Prepare a memorandum to the tax manager outlining the information you found in your research.
Format the memo to include:
Restatement of Facts (paraphrase)
Identify at least three main issues based on these facts
Provide a conclusion for each issue
Include the analysis that led you to the conclusion for each issue. This analysis should refer to the primary authority that best addresses the issue.
Primary authority would include items such as the Internal Revenue Code, Regulations, Court Cases, etc. These also should be paraphrased in order to highlight your understanding of the primary authority and how it relates specifically to the issue. Tax Topics and IRS publications are NOT primary source material.
See attached the case, but also find attached citations of primary authority and a Tax Memo Template as an example.
What did Katie do to adapt her topic to a general college student audience? Do you think she did this successfully? Why or why not? Did Katie come across as a credible speaker on this topic? Why or why not? Specifically, what did the speaker do to connect with her audience? Were you able to detect the main points of Katies speech? What were they? Did she use transitions effectively?
Adapting to an an audience | English homework help
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Questions:
What did Katie do to adapt her topic to a general college student audience? Do you think she did this successfully? Why or why not?
Did Katie come across as a credible speaker on this topic? Why or why not?
Specifically, what did the speaker do to connect with her audience?
Were you able to detect the main points of Katies speech? What were they? Did she use transitions effectively?
Evaluate the effectiveness of her introduction and conclusion to the speech?
Review the evaluation methods for your plan. How will you communicate results to management on a regular basis? Consider a monthly report, management briefings, updates, and a yearly summary for board presentations. Describe how you plan to deal with the negative emotions (from employees or other audience groups) that often accompany bad news or other information.
This week, add the following sections to your final plan:
Review the evaluation methods for your plan. How will you communicate results to management on a regular basis? Consider a monthly report, management briefings, updates, and a yearly summary for board presentations.
Describe how you plan to deal with the negative emotions (from employees or other audience groups) that often accompany bad news or other information.
Finally, prepare the opening of the oral presentation that will describe your completed plan to management.
Presentation Notes
In your presentation notes, add 1 strategy for each of the following:
Reading the emotions of management: What to look for and how to respond
Dealing with any negative responses or emotions to the plan: Ways to resolve any possible conflict in the meeting
Finding approval for the plan: Continuing the meeting by moving past any negative emotions (resulting in a win-win for everyone involved)
Add your presentation notes to the end of the plan.
Provide 56 sources other than your textbook to support your answer. Use APA style for citations.
CASE STUDY: Drug-Facilitated Sexual Assault: Jessica Sexual assault includes any type of sexual activity to which an individual does not agree. Because of the effects of some drugs, commonly called date rape drugs, victims may be physically helpless, unable to refuse, or even unable to remember what happened. Jessica, a 16-year-old high school sophomore, expresses concern to the school nurse practitioner that she knows someone who might have had sex without knowing it. How can the nurse practitioner answer these common questions? Reflective Questions 1. What are date rape drugs and how can a person be unaware that such a drug has been ingested? 2. What can you do to protect yourself? 3. What do you do if you think you have been sexually assaulted?
Read the following case study and answer the reflective questions. Please provide evidence-based rationales for your answers. APA, 7th ed. must be followed, at least 500 words, 2 references, and must be within the last 5 years published.
CASE STUDY: Drug-Facilitated Sexual Assault: Jessica
Sexual assault includes any type of sexual activity to which an individual does not agree. Because of the effects of some drugs, commonly called date rape drugs, victims may be physically helpless, unable to refuse, or even unable to remember what happened. Jessica, a 16-year-old high school sophomore, expresses concern to the school nurse practitioner that she knows someone who might have had sex without knowing it. How can the nurse practitioner answer these common questions?
Reflective Questions
1. What are date rape drugs and how can a person be unaware that such a drug has been ingested?
2. What can you do to protect yourself?
3. What do you do if you think you have been sexually assaulted?
4. What can you do when someone you care about has been sexually assaulted?
5. What role does a nurse practitioner play in the care of sexually assaulted patients, particularly in the adolescent age group?
Link for video: https://www.youtube.com/watch?v=yv-QiSvuLLM After you watch these videos, address the following questions and prompts in your journal assignment based on your experience with organizational culture and change. Consider what you watched in the videos as well as what you have learned in the course up to this point. How does organizational culture impact the change process? Reflect on your experience dealing with change. Explain whether you are naturally open to change or whether you resist change. Based on your experience with change, explain how management helped or hindered the change process.
DUE IN !N 12 HOURS!!
Important components of the organizing facet of the P-O-L-C framework are organizational structure and culture. Change is inevitable in any company, and managers who understand how to manage change within their organizational structure and culture will be more successful with implementing and sustaining change. First, watch the following TED Talk videos:
Embracing Change Video (18:03) This TED Talk, presented by Jason Clarke, examines the choices, and opportunities, presented to us through change.
Link for Video: https://www.youtube.com/watch?v=vPhM8lxibSU
Lead and Be the Change Video (5:20)This TED Talk by Mark Mueller-Eberstein describes the emotional states that people and organizations experience when confronted with change and transformation.
Link for video: https://www.youtube.com/watch?v=yv-QiSvuLLM
After you watch these videos, address the following questions and prompts in your journal assignment based on your experience with organizational culture and change. Consider what you watched in the videos as well as what you have learned in the course up to this point.
How does organizational culture impact the change process?
Reflect on your experience dealing with change. Explain whether you are naturally open to change or whether you resist change.
Based on your experience with change, explain how management helped or hindered the change process.
LINK FOR THE RUBRIC:
https://learn.snhu.edu/content/enforced/1268078-OL-215-H4214-OL-TRAD-UG.23EW4/Course%20Documents/OL%20215%20Journal%20Rubric.pdf
APA format for citations
When conflicting medical opinions are presented, should the advice of a medical expert count more heavily than the opinion of a general physician? Explain your answer. Is the charge of discrimination presented by Donalds lawyer relevant to this case? Explain your answer. If you were presented with this case, what decision would you reach? Explain.
Question 140 PointsCase Study 1. Adobes Family-Friendly Benefits: An Unexpected Backlash
Adobe Consulting Services (ACS), a provider of HR software application systems, prides itself on the variety of benefits it offers employees. In addition to health care, pension, and vacation benefits, the company offers an attractive family-friendly benefits package including flexible schedules, child and elder care assistance, counseling services, adoption assistance, and extended parental leave. Unfortunately, sometimes the companys progressive worklife policy experiences a backlash from some employees, as the following case illustrates.
In March 2019, Teresa Wheatly was hired by Adobe as a software accounts manager. With excellent administrative and technical skills, plus 4 years of experience at Adaptable Software, Adobes main competitor, Teresa became a valued addition to the companys marketing team. As a single mother with two grade-school children, Teresa received permission to take Fridays off. She was also allowed to leave work early or come in late to meet the needs of her children. Teresa is one of 11 software account managers at Adobe.
The problem for Adobe, and particularly for Janis Blancero, director of marketing, began in the fall of 2019. On September 15, Dorothy McShee, citing personal reasonswhich she refused to discussrequested a 4-day workweek for which she was willing to take a 20 percent cut in pay. When Dorothy asked for the reduced work schedule, she sarcastically quipped, I hope I dont have to have kids to get this time off. On October 3, Juan Batista, a world-class marathon runner, requested a flexible work hours arrangement to accommodate his morning and afternoon training schedule. Juan was registered to run the London, England, marathon in May 2021. Just prior to Juans request, Susan Woolf asked for and was granted an extended maternity leave to begin after the birth of her first child in December.
If these unexpected requests are not enough, Blancero has heard comments from senior account managers about how some employees seem to get special privileges, while the managers work long hours that often require them to meet around-the-clock customer demands. She has adequate reason to believe that there is hidden tension over the companys flexible work hours program. Currently, Adobe has no formal policy on flexible schedules. Furthermore, with the companys growth in business combined with the increasing workload of software account managers and the constant service demands of some customers, Blancero realized that she simply cannot grant all the time-off requests of her employees.
Questions
1. Do managers like Janis Blancero face a more complicated decision when evaluating the personal requests of employees versus evaluating employees individual work performance? Explain.
2. a. Should Adobe establish a policy for granting flexible work schedules? Explain.
b. If you answered yes, what might that policy contain?
3. If you were Janis Blancero, how would you resolve this dilemma? Explain.
Question 210 PointsCase Study 2. Too Much Fatigue and Stress? You Decide
Job fatigue and stress are significant problems faced by employees and their managers. Unfortunately, when a case of depression arises as a result, trying to resolve the problem may be difficultsometimes leading to conflictas this case illustrates.
Donald Knolls was an air traffic control supervisor for International Gateway Airport (IGA), an airport serving a major metropolitan area. Donald began to experience depression-related problems largely due to severe stress and fatigue on the job. A few months later, he requested and was granted a disability leave for treatment of his illness. After eight months, his personal physician, an expert in depression treatment and a licensed consulting psychologist agreed that he was sufficiently improved to return to his former position.
IGA then sent Donald to the physician it had used when Donald first requested his disability leave. After an extensive evaluation, the doctor concluded that while Donald had made considerable strides in overcoming his depression, he should not be immediately returned to his former supervisory position because the conditions of the job had not changed and he was apt to find the stress too great. Instead, he recommended that Donald be returned to a nonsupervisory position on a six-month trial basis, with the case to be reviewed at the end of that time. IGA followed the advice of its doctor and did not return Donald to a supervisory position. Donald, angered by managements decision, filed a grievance through IGAs alternative dispute resolution procedure, a procedure that could end in binding arbitration.
During several meetings between Donald and management, the employer maintained that it had the right to rely on the medical opinion of a fair and impartial doctor who had determined that Donald should not be returned to the position that was the cause of his original stress-related emotional problems. Additionally, management pointed out to Donald that IGAs disability leave provision stated that it may require appropriate medical documentation if it believes an employee is not fit to return to his or her former position.
Donald responded, through an attorney he hired to represent his position, that the disability leave provisions were clear but, nevertheless, biased against an employee because they completely disregarded the opinion of his physician and psychologist. According to Donald, Why bother to get expert medical opinions if they are dismissed? He further noted, I have never felt better. Im really ready to get back to my job. Finally, Donalds lawyer contended that Donald was the victim of discrimination based on his former state of depression: What happened to Donald would not have happened if his illness had been a more conventional physical injury.
Questions
When conflicting medical opinions are presented, should the advice of a medical expert count more heavily than the opinion of a general physician? Explain your answer.
Is the charge of discrimination presented by Donalds lawyer relevant to this case? Explain your answer.
If you were presented with this case, what decision would you reach? Explain.
Please select ONE of the following topics to discuss in your journal entry. Make sure to connect this learning to your own interpersonal communication/relational experiences. I am a full time student, full time parent, and work full time 1. How can Mindful Listening impact daily lives, positively? CH6. 2. What is Mindfulness; and how does it impact communication and relationships? 3. How do Emotion influence conversations or relationships and their outcomes? CH:7 4. How can Self-Concept become constructive or destructive in our lives?
Please select ONE of the following topics to discuss in your journal entry. Make sure to connect this learning to your own interpersonal communication/relational experiences.
I am a full time student, full time parent, and work full time
1. How can Mindful Listening impact daily lives, positively? CH6.
2. What is Mindfulness; and how does it impact communication and relationships?
3. How do Emotion influence conversations or relationships and their outcomes? CH:7
4. How can Self-Concept become constructive or destructive in our lives?
5. How can Emotional Intelligence be applied to daily life?
6. How do Communication Climates directly impact relationships either personally or professionally? CH:8
7. What occurs in a relationship when Self-Disclosure and Trust cannot be shared?
Discuss, in 2-3 pages, FMLA, COBRA, HIPAA, and ERISA, including penalties and cases against companies for violating the acts.IntroductionIt is very important for HR professionals, and all members of management, to be familiar with the laws and acts that govern leaves of absences, benefits, medical information and retirement and health plans. The major ones to understand include: Family and Medical Leave Act (FMLA): The 1993 Family and Medical Leave Act (FMLA) applies to all employers having 50 or more employees and entitles all eligible employees to receive unpaid leave up to 12 weeks per year for specified family or medical reasons. Consolidated Omnibus Budget Reconciliation Act (COBRA): In 1985, the Congress enacted Consolidated Omnibus Budget Reconciliation Act (COBRA) to provide current and former employees and their spouses and dependents with a temporary extension of group health insurance when coverage is lost due to qualifying events (for example, layoffs). All employers with 20 or more employees must comply with COBRA.
Assessment 5 instructions: fmla, cobra, hipaa, and erisa | 4043 | Capella University – Minneapolis, MN
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Discuss, in 2-3 pages, FMLA, COBRA, HIPAA, and ERISA, including penalties and cases against companies for violating the acts.IntroductionIt is very important for HR professionals, and all members of management, to be familiar with the laws and acts that govern leaves of absences, benefits, medical information and retirement and health plans. The major ones to understand include:
Family and Medical Leave Act (FMLA): The 1993 Family and Medical Leave Act (FMLA) applies to all employers having 50 or more employees and entitles all eligible employees to receive unpaid leave up to 12 weeks per year for specified family or medical reasons.
Consolidated Omnibus Budget Reconciliation Act (COBRA): In 1985, the Congress enacted Consolidated Omnibus Budget Reconciliation Act (COBRA) to provide current and former employees and their spouses and dependents with a temporary extension of group health insurance when coverage is lost due to qualifying events (for example, layoffs). All employers with 20 or more employees must comply with COBRA.
Health Insurance Portability and Accountability Act (HIPAA): The 1996 Health Insurance Portability and Accountability Act (HIPAA) was designed to (1) lessen an employer’s ability to deny coverage for a preexisting condition and (2) prohibit discrimination on the basis of health-related status.
Employment Retirement Income Security Act (ERISA): The Employee Retirement Income Security Act (ERISA) is a federal law that sets minimum standards for most voluntarily established retirement and health plans in private industry to provide protection for individuals in these plans.
Four actsFMLA, COBRA, HIPAA, and ERISApassed by the Congress greatly define the arena of benefits.InstructionsFor this assessment, in 23 pages:
Define each actFMLA, COBRA, HIPAA, and ERISAbriefly.
Cite one current issue that employers are, or should be, concerned with for each act.
Describe the violations and penalties that employers can face for violating these acts.
Describe, for each law, an example of an actual legal case involving an organization that has violated this law.
You may reference your text, your current work environment, an interview with a colleague, a head of HR, an article from a popular business publication, or related information from the Capella University Library.To find articles talking about these laws and the impacts on business, see the Searching Business Research Articles tab on this guide:
Business Research Library Guide.
Suggested resources to begin with include:
Business Source Complete.
ABI/INFORM Global.
See also the Legal Research library guide for help with locating legal cases.Additional RequirementsYour assessment should also meet the following requirements:
Written communication: Written communication is free of errors that detract from the overall message.
Formatting: One-inch margins, appropriate headers, and a title page.
Length: 23 double-spaced pages.
Font and font size: Times New Roman, 12 point.
Competencies MeasuredBy successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and scoring guide criteria:
Competency 2: Analyze base pay programs and the major laws and acts that govern employee pay.
Explain briefly and accurately the federal acts of FMLA, COBRA, HIPAA, and ERISA.
Competency 3: Analyze base benefit plans and the primary laws and acts that govern employee benefits.
Describe, for each of the federal acts of FMLA, COBRA, HIPAA, and ERISA, one current issue with which employers are, or should be, concerned.
Describe what, if any, penalties a company may incur for violating or for unsuccessfully challenging each of FMLA, COBRA, HIPAA, and ERISA.
Describe, for each of the federal acts of FMLA, COBRA, HIPAA, and ERISA, an organization that has violated the act, the violation, and the penalties that were imposed.
Competency 5: Apply the Capella Writing Standards to support professional practice
Convey purpose, in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards.
