(Mt) – University of Phoenix Apple Strategic Plan Presentation

Answer the following three questions 1 to 2 pages

Answer the following three questions 1 to 2 pages
tanley Lynch Investment GroupThe Stanley Lynch Investment Group is a large investment firm headquartered in New York. The firm has 12 major investment funds, each with analysts operating in a separate department. Along with knowledge of the financial markets and the businesses it analyzes, Stanley Lynch’s competitive advantage comes from its advanced and reliable computer systems. Thus an effective information technology (IT) division is a strategic necessity, and the company’s chief information officer (CIO) holds a key role at the firm.When the company hired J. T. Kundra as a manager of technology, he learned that the IT division at Stanley Lynch consists of 68 employees, most of whom specialize in serving the needs of a particular fund. The IT employees serving a fund operate as a distinct group, each of them led by a manager who supervises several employees (five employees report to J. T.).He also learned that each group sets up its own computer system to store information about its projects. The problems with that arrangement quickly became evident. As J. T. tried to direct his group’s work, he would ask for documentation of one program or another. Sometimes no one was sure where to find the documentation; it might turn out to be stored in an obscure place such as only on someone’s flash drive. Other times he would quickly get three different responses from three different people with three different versions of the documentation. And if he was interested in another group’s project or a software program used in another department, getting information was next to impossible. He lacked the authority to ask employees in another group to drop what they were doing in order to hunt down information he needed.J. T. concluded that the entire IT division could serve the firm much better if all authorized people had easy access to the work that had already been done and the software that was available. The logical place to store that information was online. From experience at a previous company, he believed that the easiest way to compile the information would be to set up a shared web project called a wiki—an online document created through the collaboration of its users, who can look up or contribute information according to their knowledge and needs. The challenge would be how to get everyone to contribute, given that he had authority over so few of the IT workers.J. T. started by working with his five employees to build a wiki offering basic information presented in a consistent format. Then he met with two higher-level managers who report to the CIO. He showed them the wiki and explained that fast access to information would improve the IT group’s quality and efficiency. He suggested that the managers require all the IT employees to put their documentation on the wiki, and he even persuaded them that this behavior should be measured for performance appraisals. This last tactic was especially significant because at an investment company, bonuses for meeting performance targets are a big part of employees’ compensation.The IT employees quickly came to appreciate that the wiki would help them perform better. When they visited it, they could see from the original information that it would be useful. Adoption of the wiki was swift, and before long, the IT employees came to think of it as one of their most important software systems.Questions:1. Give an example of differentiation in Stanley Lynch’s orga-nization structure and an example of integration in this structure.2. What role did authority play in the adoption of the wiki by the IT division at Stanley Lynch?3. Describe how the IT division used coordination to achieve greater integration. 

HRM599 CASE ASSIGNMENT 1

HRM599 CASE ASSIGNMENT 1
Please begin by reading the required background material for this module. After you have read them and reflected upon them imagine that you are an employee development consultant for Allen Customer Services, a large book and audio retailer customer service center that processes online and phone orders.Allen Customer Services Division of Paxton Conglomerates, Inc.While the majority of sales come from retail stores, a little more than one-third are made through the customer service center. In addition to sales, the customer service center is responsible for working with customers to ensure quality, market rewards programs and to support customer needs. Among the key metrics for the organization are market share and profit.The organization is composed of 30,000 employees, working at the more than 1,000 retail locations. Approximately 5,000 employees work at the customer service center, and nearly half of those employees are unionized. Operational supervisors, who are nonunion employees, manage most of the union personnel at the customer service center.The RequestDirectors from the customer service center key staff have asked you to offer more training to the customer service supervisors. The directors suggested that supervisors are not managing properly, and as a result, customer service is not consistently meeting its goals or the organization’s goals. The directors are concerned that the situation will escalate and negatively affect market share and profit.The directors feel that the supervisors—particularly recently hired supervisors—do not have the skills needed to perform their jobs effectively. Apparently, the quality of the recruiting pool for supervisors at Allen Customer Services has been weaker than the directors remember it being in the past. Currently, training for supervisors is inconsistent and may be lacking. There are existing training programs available to supervisors, but there is no requirement that they participate. Also, the training is designed for leaders across the organization and not specifically for the supervisors in the customer service division. Existing training delivery metrics are mostly composed of reaction measures (e.g., “rate how much you enjoyed this training session”), with a few learning measures included (e.g., “select the example below that represents a correct way to track attendance during a shortened workweek”). Learning outcome metrics specific to the operational supervisor job are nonexistent; no measure of the effect of training on job performance takes place.The Follow-UpAfter meeting with the directors, you meet with the organizational development director. The organizational development director is your manager and is responsible for ensuring that consulting solutions are appropriate and will help Allen Customer Services reach its goals. The organizational development director, who has been with the organization for eight years, tells you that the issues with the supervisors may relate to something different than training because training currently exists for supervisors. Directors expressed the same concerns almost five years ago and special technical training—highly encouraged but not mandatory—was created for the supervisors at that time. That training focused on tactics supervisors could use and seemed to resolve the performance issues over time. Slowly, new supervisors who had struggled at the outset improved their skills. The organizational development director also points out that the customer service center directors may not be close enough to the supervisors to provide full information.Background SummaryHere is what you know as you begin preparing your recommendations:The customer service center directors are having trouble ensuring their units meet operational goals.Customer service center directors report that supervisors are the source of the issues. According to customer service directors, supervisors are not receiving enough training. Directors believe that the worst-performing supervisors are the newly hired operational supervisors.The organizational development director believes the source of the issue may not be the supervisors. If it is an issue with the supervisors, it may be something other than a training issue.Your assignment is to respond with your recommendations on how to address the situation. You will first need to focus on the major problems and address each one as specifically as possible. In your paper, recommend what the organizational development department should offer as a consulting solution. Support your recommendations with outside sources and real-life employer examples (citing the employers by name). Identify the business need and then support your suggested solution through an interpretation of the existing data.Bring in at least 5 library sources to help strengthen your discussion.Please upload your paper by the Module due date. Paper length: 6-7 pages, not counting cover and reference pages.Required MaterialsCalo, T. (2008). Talent management in the era of the aging workforce: the critical role of knowledge transfer. Public Personnel Management, 37(4), 403-416. Retrieved November 30, 2012, from ABI/INFORM Global. (Document ID: 1631659851).Farfan, B. (2011, June 12) Fortune 2011 least admired companies list—U.S. retail industry companies. About.com. Retrieved November 30, 2012, fromhttp://retailindustry.about.com/od/awardwinningretailchains/a/least-admired-us-retail-companies-2011-fortune-magazine-rankins-worst.htmFeldman, D. C. (2001). Career coaching: what HR professionals and managers need to know. HR. Human Resource Planning, 24(2), 26-35. Retrieved November 30, 2012, from ABI/INFORM Global. (Document ID: 75508280).Garavan, T. N. (1997). Training, development, education and learning: different or the same? Journal of European Industrial Training, 21(2), 39-50. Retrieved November 30, 2012, from ABI/INFORM Global. (Document ID: 117541996).Moore, T., & Vandermey, A.. (2011, February). 100 best companies to work for. Fortune, 163(2), 91. Retrieved November 30, 2012, from ABI/INFORM Global. (Document ID: 2267662191).http://money.cnn.com/magazines/fortune/bestcompanies/2011/full_list/Popescu, L., Popescu, V., & Iancu, A. (2010). The economic impact of employer investment in training. Economics, Management and Financial Markets, 5(1), 170-175. Retrieved November 30, 2012, from ProQuest. ( Document ID: 2084371351).Sambrook, S. ( 2005) Exploring succession planning in small, growing firms. Journal of Small Business and Enterprise Development. 12 (4), 579-595. Retrieved November 30, 2012, from ProQuest.Sharma, R. & Bhatnagar, J. (2009). Talent management – competency development: key to global leadership. Industrial and Commercial Training, 41(3), 118-132. Retrieved November 30, 2012, from ABI/INFORM Global. (Document ID: 1858564321).

• WE OFFER THE BEST CUSTOM PAPER WRITING SERVICES. WE HAVE DONE THIS QUESTION BEFORE, WE CAN ALSO DO IT FOR YOU.
• Assignment status: Already Solved By Our Experts
• (USA, AUS, UK & CA PhD. Writers)
• CLICK HERE TO GET A PROFESSIONAL WRITER TO WORK ON THIS PAPER AND OTHER SIMILAR PAPERS, GET A NON PLAGIARIZED PAPER FROM OUR EXPERTS

QUALITY: 100% ORIGINAL PAPER – NO PLAGIARISM – CUSTOM PAPER

Why Choose Us?

How It Works

• Click on the “Place Your Order” tab at the top menu or “Order Now” icon at the bottom and a new page will appear with an order form to be filled.
• Fill in your paper’s requirements in the “PAPER DETAILS” section.
• Fill in your paper’s academic level, deadline, and the required number of pages from the drop-down menus.
• Click “CREATE ACCOUNT & SIGN IN” to enter your registration details and get an account with us for record-keeping and then, click on “PROCEED TO CHECKOUT” at the bottom of the page.
• From there, the payment sections will show, follow the guided payment process and your order will be available for our writing team to work on it.

About AcademicWritersBay.com

AcademicWritersBay.com is an easy-to-use and reliable service that is ready to assist you with your papers 24/7/ 365days a year. 99% of our customers are happy with their papers. Our team is efficient and will always tackle your essay needs comprehensively assuring you of excellent results. Feel free to ask them anything concerning your essay demands or Order.

AcademicWritersBay.com is a private company that offers academic support and assistance to students at all levels. Our mission is to provide proficient and high quality academic services to our highly esteemed clients. AcademicWritersBay.com is equipped with competent and proficient writers to tackle all types of your academic needs, and provide you with excellent results. Most of our writers are holders of master’s degrees or PhDs, which is an surety of excellent results to our clients. We provide assistance to students all over the world.
We provide high quality term papers, research papers, essays, proposals, theses and many others. At AcademicWritersBay.com, you can be sure of excellent grades in your assignments and final exams.