Leadership paper with power point

Attached is the rubric that the professor will be grading the paper by, the 1st half of the assignment that is done and this paper needes to connect, needs to be in APA format, the attachend word document with the referances needs to be used in the assignement. At the end the  The company is McDonald’s.

 

This assignment needs to have a power  point done that summerizes the paper

 

Refer to word document to see details of the assignment and the rubric for grading.

LASA 2: Assignment 2: Workforce 2020 Executive Report

Both leadership and organizational strategy in the next decade will see major trends affecting the way organizations conduct business. These include the deployment of more technology to extend reach and access, increased globalization, increased diversity, more focus on extended supply chains, and a more nomadic workforce. In this assignment, you will consider these trends and analyze how they may impact your selected organization and what actions are necessary to get ready to address these trends.

You have been appointed by your organization (either a hypothetical or one you are familiar with) to prepare its Workforce 2020 executive report. 

The report should be as detailed as possible for the CEO of your organization. That means it should include the key points of your research, analysis, and findings. The report should also contain examples of specific application to your company in a clear, concise, and informative document. 

In Module 5, you began your research on Workforce 2020. In this module, continue this research using the module readings, Argosy University online library resources, and the Internet, including federal guidelines. Select 3–4 scholarly resources for use in this assignment.

Do the following:

1. Analyze your organization in its present form. Explain your organization’s structure, workforce diversity, market/customer diversity, and communications technology.

2. Forecast future trends. Identify the economic, social, demographic, and workforce parameters that are expected to be in the U.S. in the year 2020. Explain how those trends will or will not be reflected in your organization.

a. What are the general workforce trends?

b. How will these trends impact our industry?

c. What are the general trends in leadership/management that are impacting your organization?

3. Synthesize data and recommend changes needed for the future. Identify and recommend leader, organizational, and workforce trends that must be considered for change in the larger macro environment (e.g., advances in technology or globalization) in your organization. Identify related outcomes for each specific topic:

a. What leadership actions should the organization take?

b. What competencies will be needed?

c. What does the organization need to do to be prepared?

To conduct a holistic assessment of your selected organization and the challenges and opportunities it faces in addressing the noted trends, you may want to consider some of these concepts as you develop your recommendations for the organization. It is not necessary to include them all, but you should include 2–3 of them to do a thorough analysis. For example, leadership models and diversity management are likely to be pivotal areas for the organization. You could talk about the environment trends that were noted in the beginning of this assignment and then discuss how leadership practices and approaches in your selected organization may have to change to meet or address those trends.

4. Analyze how the following concepts apply to your organization:

. Diversity management

. Leadership models

. Ethics

. Decision-making models

. Problem solving

. Conflict management processes 

Here is a checklist of the contents of your paper:

· An integrated report with an introduction and summary

· A set of recommendations that will enable the organization to meet the expected challenges of 2020

· Trends in your own organization

· Three to four credible, cited sources supporting your projections

Support your assertions using the selected scholarly resources.

Write a 6-8-page paper in Word format. Apply APA standards to citation of sources. Use the following file naming convention: LastnameFirstInitial_M6_A2 .

you prepared an executive report for an organization of your choice that would help that organization prepare for Workforce 2020. In this assignment, you will use the material from your executive report to create a PowerPoint presentation:

Do the following in your presentation:

· Capture the essence of your Workforce 2020 plan by focusing on all its key points and tell its story to key decision makers and stakeholders of your organization. Assume your audience has not read your plan. This means that your presentation must portray the whole Workforce 2020 analysis and recommendations in a logical and thorough manner while being clear and concise. Be sure to include the following:

· A statement of the problem or topic of M6: Assignment 2

· A concise analysis of the findings

· A recapitulation of any main conclusions or recommendations found in M6: Assignment 2

· Specific details from M6: Assignment 2 to highlight or support the summary

· A strong conclusion slide that recaps the key points

· Your goal is to obtain support for your positions from the audience you are addressing. So, be sure to make the presentation action oriented.

· Use the speaker notes to address a live audience.

· Conclude with at least one slide that includes references in APA style.

Develop an 5-6-slide presentation in PowerPoint format. Apply APA standards to citation of sources. Use the following file naming convention: LastnameFirstInitial_M7_A2 .

Below is the reference material that needs to be used to construct the paper.

http://www.brainyquote.com/quotes/authors/r/richard_branson.html#ixzz1cw2VyMpb

http://michael.walenius.com/?p=141

http://www.woopidoo.com/biography/richard_branson.htm

In this module, you explore both motivation and talent in detail.

Kouzes and Posner tell us that people tend to quit when their tasks seem difficult and arduous.. Leaders encourage the heart of their constituents to carry on. Encouragement can come from dramatic gestures or simple actions. They go on to say that genuine encouragement shown in different ways, be it by linking rewards with performance or through celebrations and rituals, tremendously motivate people to wade through tough times. (Kouzes & Posner, 2007).

If leadership is defined as getting things done through other people, the ability to create a positive, challenging, and motivating environment is critical. The focus for leaders is to create conditions for people to motivate themselves. This includes the use of motivational tools in practice such as bonus pay, prizes, special recognition, awards, as well as promotions to positions of new responsibility and authority. While effective managers recognize and reward superior performance, leaders also recognize and celebrate acts that uphold the mission and values of the organization while rewarding performance that aligns with the strategy.

A leader will succeed only if he/she has the right people with the right experience and competencies. Thus recruitment, selection, and training are critical to building a culture that upholds the organizational values as well as equipping staff to perform the task and pursue the behaviors essential to implementing the strategy. 

Using the navigation on the left, please proceed to the next page.

In today’s environment, where companies often have widely available access to similar technologies, goods are produced by outsourced suppliers, and benchmarking and copying is common business practice, the only sustainable source of competitive advantage is human capital. Thus, strategic success depends more and more on developing the right people to handle the responsibilities of implementing strategy. Hiring, training, developing, and rewarding individuals with the right skills is essential to implementing the strategy. But leaders must also take care to perpetuate the mission and values of the organization through developing the human capital of their organizations. The leader who can attract, recruit, and retain the best talent for the longest will have a clear advantage.

The next practice in your textbook is “encouraging the heart.” This is all about “catching people doing things right” and building on the positive energy that results.  Most people will perform at a higher level when they are encouraged at work. People obtain a great deal of satisfaction from positive feedback, but most of us do not think we really need it, but, in reality, we do. We work better and accomplish more when we feel good about what we have done. We work harder for people we like, and we like them because of the respect they give us and the personal attention that comes from praise.

Kouzes and Posner (2006) have identified seven elements for encouraging the heart: 1) set clear standards, 2) expect the best, 3) pay attention, 4) personalize recognition, 5) tell the story, 6) celebrate together, and 7) set the example. A leader will encourage the heart by being openly joyful at another’s success, by cheering, by coaching with enthusiasm.

The reward system the organization uses must fit the culture— it must reward the right things for the right reasons, encourage team work and proactive behaviors, and in the end, produce the right results. If managed poorly, incentive systems can actually become disincentives.

Kouzes, J.  & Posner, B. (2006). Encouraging the heart:
A leader’s guide to rewarding and recognizing others. San Francisco, CA: Wiley Publishing.

The Incentive Foundation determined in 2000 that North American organizations spent approximately $27 billion a year on merchandise and travel incentives. Cash incentives included, the total exceeds $115 billion. In spite of 100 or more years of studies on the impact of incentives, arguments about their real value in practice still rage on.

A recent study, however, has found the following:

· Properly selected and administered tangible incentives (cash and awards) can dramatically increase work performance.

· When tangible incentives are carefully selected, implemented, and monitored, they increase incentivized work performance an average of 22%.

· Tangible incentives can significantly increase one’s intrinsic interest in incentivized work tasks (The Incentive Research Foundation, 2002, p 1).

All the right tools and techniques are not very important if leadership is not authentic or does not make a personal impact on workers. There are a range of tools that can be used. One of the most powerful and often underused is simple, verbal praise. To be effective, simple verbal praise should have these attributes:

· Authentic and personal

· Timely

· Sincere

· Public

· Pass the “peer test” (rewarding the right things)

And the real beauty of this powerful tool is that it is free!

You will complete two assignments in this module, including your second LASA. The first will give you a chance to discuss the best practices related to motivation and creating a motivating environment.

In the second assignment, which is a LASA, you will begin work on the major assignment of the course—the Workforce 2020 executive report. This will give you the chance to apply all you have been discussing to an organization as it begins planning for the opportunities and challenges it will face in 2020.

The Incentive Research Foundation. (2002). Incentives, motivation and workplace performance: Research & best practices. Retrieved from

http://www.loyaltyworks.com/incentive-program-research-articles/ispifullpdf

Workforce

2

020 Executive Report Rubric

Assignment Components	Unsatisfactory < 77% (C- to C)	Exemplar 90 – 100 % (A- to A)	Score To calculate score: (% / 100) x max pts. e.g. (80% / 100) x 12 = 9.6
Explain your organization’s current structure, workforce diversity, market/customer diversity, and communications technology. (Program Outcomes [PO]: 1.1, 1.2, 2.2, 2.3, 3.2, 3.3, 4.1, 4.2)	Explanation of your organization’s current structure, workforce diversity, market/customer diversity, and communications technology is present, but it is mostly unclear and illogical. It lacks detail and is not fully based on reliable facts but is based on personal opinion.	Explanation of your organization’s current structure, workforce diversity, market/customer diversity, and communications technology is present, and it is clear, concise, and correct and is based on reliable facts. In addition, explanation of the effectiveness of the current practices in these areas is included.	/76 pts.

Page 1 of 4

Perspectives in Change Leadership

©2011 Argosy University Online Programs

Identify what will be the economic, social, demographic, and workforce parameters that are expected to be in the U.S. in the year 2020. Explain how those trends will or will not be reflected in your selected organization. (PO: 1.1, 1.2, 2.1, 2.3, 3.3, 4.1, 4.2, 4.3)

Identification of what will be the economic, social, demographic and workforce parameters that are expected to be in the U.S. in the year 2020 is present, but it is mostly unclear and incorrect and is not fully based on credible sources but rather on personal opinion. Explanation of how those trends will or will not be reflected in one’s selected organization is present, but it is mostly illogical, lacks detail, and is not fully based on credible sources but rather on personal opinion.

Identification of what will be the economic, social, demographic, and workforce parameters that are expected to be in the U.S. in the year 2020 is clear, concise, and accurate and is based on credible sources. Explanation of how those trends will or will not be reflected in one’s selected organization is clear, concise, logical, and detailed and is based on credible sources. In addition, several insightful examples are given.

/68 pts.

2

Workforce 2020 Executive Report Rubric

Page 2 of 4

Perspectives in Change Leadership
©2011 Argosy University Online Programs

Synthesize data to recommend leader, organizational, and workforce trends to be considered in the larger macro environment. (PO: 1.1, 1.2, 2.1, 2.2, 2.3, 3.1, 3.2. 3.3, 4.1, 4.2, 4.3)	Synthesis of data and recommendation of changes for the leader as well as organizational and workforce practices that need to be considered in the larger macro environment is present , but it is mostly unclear and illogical. It lacks detail and is mostly not based on sound research in the industry but rather personal opinion.	Synthesis of data and recommendation of changes for the leader as well as organizational and workforce practices that need to be considered in the larger macro environment is present and it is clear, concise, and logical and is based on sound research in the industry. In addition, several insightful examples are given.	/88 pts.
Identify related outcomes for each specific topic (e.g., leaders, competencies, and preparedness). (PO: 1.1, 1.2, 2.1, 2.3, 3.3, 4.1, 4.2, 4.3)	Identification of related outcomes for each specific topic is present, but it is mostly unclear and illogical and lacks detail. It is mostly not based on reliable sources in the industry but rather on personal opinion.	Identification of related outcomes for each specific topic is present, and it is clear, concise, and logical. It is based on reliable sources in the industry. In addition, several insightful examples are given.	/40 pts.

Page 3 of 4

Perspectives in Change Leadership
©2011 Argosy University Online Programs

Write in a clear, concise, and organized manner; demonstrate ethical scholarship in accurate representation and attribution of sources; and display accurate spelling, grammar, and punctuation.	Writing is unclear and disorganized and rereading to solidify understanding is frequently necessary. Although an attempt at ethical scholarship is attempted, it is sloppy or incomplete throughout. Spelling, grammar, or punctuation errors severely interfere with readers’ comprehension.	Writing is clear and concise and in an organized manner; demonstrates ethical scholarship in accurate representation and attribution of sources; and displays accurate spelling, grammar, and punctuation.	/28 pts.
Subtotal
Timeliness	Late Work penalty:
Total Score	/300 pts.

Page 4 of 4

Perspectives in Change Leadership
©2011 Argosy University Online Programs