MW HRM587

Learning Goal: I’m working on a writing multi-part question and need the explanation and answer to help me learn.

MW 1 REPLY TO DISCUSSION

The future is here!

Robots may not always deliver the benefits they promise. Fletcher (2018) describes the experience of an animal charity in San Francisco that had security problems with break ins, vandalism, and local drug users who made staff and visitors feel unsafe. They employed a 1.5-meter tall Knightscope security robot. The robot patrolled nearby car parks and alleyways, taking video recordings and saying “hello” to passersby; however, it was accused of harassing homeless people. Calls for retribution appeared on social media, and the charity suffered more vandalism. The robot was regularly tipped over and actually suffered vandalism itself. Robots with artificial intelligence routinely provide care for children and the elderly. They work in hospitals, perform surgery, and play a range of analytical roles in offices. But Fletcher sees the spread of workplace robots as a major challenge.

Consider the following questions, provide responses, and then discuss your colleagues’ responses in this week’s discussion.

• How far are we willing to, or should we at all, let robots into the workplace?
• What kinds of roles are acceptable for robots and which are not?
• Most importantly, who sets the rules for how robots behave and how they decide on priorities when interacting with people?

Using a multimedia tool of your choice, provide one of your responses as a multimedia item. Then, your remaining two responses may be text-based.

Fletcher, S. (2018). What makes a good robot co-worker? Retrieved from

MW 2 REPLY TO DISCUSSION

Hello Professor and class,

The integration of robots into the workplace poses crucial questions about ethics and governance. As we dive into the integration of robots in the workplace, we must navigate ethical and practical considerations as such. When dealing with robots, we can argue they offer efficiency and safety benefits, as it is seen in healthcare and analytical roles, their deployment requires careful calibration.

On the flip side, the incident with the security robot underscores the importance of sensitivity and oversight in their implementation. In retrospec we must establish a clear guideline on permissible roles for robots. We must also, prioritize tasks for them to enhance human capabilities, without infringing on dignity or exacerbating societal divides. Governance frameworks must be established collaboratively, involving experts, policymakers, and affected communities to ensure robots’ behavior aligns with ethical standards and societal values.

Other tasks enhancing productivity and safety, like healthcare and analytical functions, seem acceptable. However, roles involving security patrols, could be alarming. Establishing clear guidelines and regulations becomes imperative. This ensures alignment with ethical standards and societal values, in a human-robot work environment.

MW 3 REPLY TO DISCUSSION

Hello class and professor,

Artificial intelligence is a hot topic in the business world, with new AI development constantly being advertised as the next steps of the future. The question of how far are we willing to let robots go in the workplace is an interesting one, that I do not believe yet has an answer. Companies are looking at AI as a tool that can help manage labor, error factors and efficiencies. The idea that an artificial device can manage these costly things is intriguing to many companies and hard to say no to. As AI continues to develop, I believe we will see it go much farther in business and ultimately take over multiple jobs throughout all industries.

There are certain roles that AI could successfully take over and there are certain rolls where AI just does not have a place. Though AI has strength in calculating, formatting and documentation, the thing AI lacks is people skills. There are certain rolls that require personal finesse: therapists, caregivers, and social workers are examples of these rolls. Another skill that AI can’t do is develop new thoughts and theories, which means that AI could not take the roll of scientists, researchers or professionals who need to problem solve.

While there are many rolls that AI can’t currently do, there are many available places that AI does fit. And for these rolls, there need to be guidelines on how and when it is used. As of now AI is not regulated by the government, but that will change as AI continues to grow with state regulations being drafted currently. For now, regulations need to be managed by leadership teams with clear parameters and guidelines.

WK 4

LOG INTO MCGRAW HILL AND COMPLETE WEEK 1 AND WEEK 2 ASSIGNMENTS. ONLY COMPLETE WHAT IS COUNTED FOR A GRADE.

Log into Mcgraw Hill (employment law)

Snow@2018

WK 5 COMPLETE DISCUSSION

Take a look at the Six Images of Change Management in Chapter 2. There are six images listed, and they are Director, Navigator, Caretaker, Coach, Interpreter, and Nurturer. Read the full descriptions of each.

Consider the following questions, provide responses, and discuss your colleagues’ responses in this week’s discussion.

• Is it likely that most people will have one dominant image of change management? Why? Why not?
• Are change leaders more likely to be successful if they remain faithful to their dominant style(s)? Why? Why not?
• Are change leaders who have the capacity to apply a range of different images more likely to be successful? Why? Why not?
• In your judgment, do most managers have the behavioral flexibility to move between different styles, or do they tend to apply just one or a limited range of approaches? Explain.

Using a multimedia tool of your choice, provide one of your responses as a multimedia item. Then, your remaining two responses may be text-based.

WK 6 REPLY TO DISCUSSION

Hello class and professor,

There are six images of change management:

• Director
  • Management has the control
• Nurturer
  • Where small changes have large impact
• Caretaker
  • Contrains are from internal and external forces
• Coach
  • The right skills are build to achieve the right outcome
• Interpreter
  • Creates meaning for others in the organization
• Navigator
  • Manager is still in control but external factors do come into play

Though most people do have one dominant image of change management, as the individual gains skills and knowledge people can gain other images as well. Once the understanding and knowledge is there, it is best if people use all their knowledge to determine what the best skill is for the situation. Going beyond the dominant image of change management and leaning into others will only make them stronger to make these decisions in change management. When a change leader can apply different images, there is more opportunity for success. Being able to conform to different situations and have the knowledge to know when to apply a specific skill will help benefit everyone involved. I believe that the best managers can confirm to different styles. There are so many different types of situations and associate styles and being able to adjust to these individual situations makes the manager have a stronger approach. Versatility can go along way when trying to implement changes and adapting as needed will always be a benefit.

WK 7 REPLY TO DISCUSSION

Hello everyone,

I think people can be open to other types of change management but have a preference on what they prefer. As we go through life we experience different things that affect what we believe. Sometimes it can change our perspectives or sometimes it can strengthen what we originally believe. In the company that I work for we recently changed our software system. They had set up training a year before it launched but training was one day a week every week and we had to even stop training for two months. This was ineffective because it was hard for us to retain what we learned when it was only once a week. And when we had questions they weren’t able to answer us. When we launched the new system some employee in other departments cried and quit. Going through this change, change leaders would need to be able to apply a range of different images as everyone is different and there is no one size fits all when it comes to learning. It is hard for a change leader to be successful when if they remain faithful to their dominant style because it may not work for all situations. I do believe that you can be open to using different styles and have a preferred one that like. I think one of the qualities a manager should have is flexibility and openminded to using different styles. Unfortunately this may not happen all the time. I have worked with different managers, some who I have seen use different styles depending on the person an what needs to be done. I have also see managers who are not open with using different styles and seen employees be frustrated and confused. (Roland et al., 2023) “Management of long-term, complex, large-scale change has a reputation of not delivering the anticipated benefits. A primary reason for this is that leaders generally fail to consider how to approach change in a way that matches their intent.” I agree with what they said, I think that implementing a change whether big or small manager need to factor the way it will be brought on.

WK 8

Select your two companies that have undergone some type of fairly substantial change in the recent past. Find the company and the change information online using EBSCO or using another appropriate resource in the DeVry Library. Other ways to find information include utilizing Google, Yahoo Finance, or Reuters and looking up annual reports of companies that interest you. Often, reading the first sections of these reports (i.e., letters from CEOs) will give you ideas about changes they have gone through in the past year(s).

You will need to ensure the following.

1. Your companies are publicly traded so that their information will be easy to research and find.
2. Your change in the two companies are comparable (i.e., dont compare a new CEO to a change in the human resources information system [HRIS]. Do compare two changes in chief information officer.
3. The changes happened in the recent past so that you will find sufficient online information about how they were handled, but not so recent that the information about the change results is still being researched and published.

WK 9

The Change AnalysisImages of Change Paper (Milestone 1)

The Images section focuses on the six different images of managing change and how each approach to change affects all that follows in its implementation and continued support. Download the Project Images Grid from the Course Resources area. Select three of the images of change explained in the lesson from the grid. Then, analyze how those particular images would affect the ensuing diagnosis and implementation in your two selected companies on their change plans.

Heres what to do.

1. Review the changes in each company and describe them thoroughly in a Word document. Explain how the change impacted the companies and who it impacted. Compare some of the similarities and differences between the change in the two companies.
2. Review your prepared grid, and select three images of change from your grid. Complete the empty blocks on the grid for those three images using outlines, bullet points, and rough ideas for both company’s change.
3. In a Word document, analyze, compare, and contrast the three images and explain how the behaviors of those images would be different or the same during your companies changes and how those differences could (or did) impact the success (or failure) of the change, comparing and contrasting the results at both companies.
4. Explain which image (or combination of images) you feel would have best facilitated the described change, and explain why.
5. Based on the information you read about the results of this change, state which image you think the leader of the change actually resembled the most. You may speculate on which image you feel best represents the change agent at either or both of the companies. This will depend on how much information you found about the internal workings of the company during the change.

This paper should focus on evidence that demonstrates how the management of the organization integrated one or more of the six images of managing change, how effective the change was, and what management could have done differently to increase the probability of successfully implementing the strategic change initiative. Again, this is a compare and contrast paper, so include information about both companies in your report.

Grading Rubric

Category	Description	Total points
Analysis	Properly filled out and submitted change grid showing your initial analysis and notes.	15
Documentation and Formatting	Paper is properly referenced according to APA guidelines with at least four references, properly cited and in-text citations included.	10
Company Selection	Two companies selected, briefed, and referenced.	20
Organizational Change	A thorough description of the change explained.	20
Company Comparison	Comparison of the two companies, similarities and differences of the changes, and the results.	20
Change Management Image	Explain which image (or combination of images) you feel would have best facilitated the described change and explain why.	11
HRM Outcome A	Integrate distinct professional HR competencies and practical applications in HR management to ensure that an organizations most important asset is available, capable and effective in an ever-changing business environment.	4
Total Points	A quality paper will meet or exceed all of the above requirements.	100

PLEASE COMPLETE ATTACED GRID AS WELL

WK 10

Determining the Change (Milestone 2)

Select a diagnostic model that you can utilize to review aspects of change activities and actions that have been taken by the companies chosen. For this analysis, we are looking at the parts of the companies as well as their strategies, as surmised by your earlier research. It is acknowledged that this information will not be complete as you are looking at these companies as an outsider, but a thoroughly researched paper will give enough data to allow some well-defended assumptions on your part.

Heres what to do.

1. Select one diagnostic model (i.e., 6-box, 7S, congruence, or one of the others) to apply to the two chosen companies. Choose the model that you feel best identifies and measures the relevant aspects of the organization’s performance.
2. Apply the data obtained in your research through an analysis of the appropriate chosen model. This will allow you to create a diagnosis of where each company is today (as per the criteria of the model).
3. Create a SWOT analysis for each of the two chosen companies’ change plans and programs, utilizing information obtained in the diagnosis (strengths, weaknesses, opportunities, and threats).
4. Compare the two company analyses to each other and offer your perspective (value judgment) of the effectiveness of the changes made to date in each case.
5. Identify potential areas of resistance that may occur and at least one strategy to respond to each. (This will most likely come from your weaknesses and threats section of your SWOT. If not, take another look at your SWOT.)
6. Make recommendations for further actions within the organizations and the rationale chosen for these recommendations.
7. Write the paper, including each of the above sections and analyses.

Grading Rubric

Category	Description	Total points
Diagnostic Model	Provide a comprehensive review of the change diagnostic model chosen that details the components included, as well as some background about the model itself through research from the author(s).	15
Documentation and Formatting	Paper is properly referenced according to APA guidelines with at least four references, properly cited and in-text citations included.	10
Model Rationale	Include your rationale defending why that particular model was selected. You can utilize a review of internal and external pressures that have affected the companies chosen.	20
SWOT Analysis	Create a SWOT analysis based on the above. Compare the two company analyses to each other and offer your perspective (value judgment) of the effectiveness of the changes made to date in each case.	20
Areas of Resistance	Address potential areas of resistance that were encountered or that you anticipate may be encountered and possible actions to minimize the negative effects of such resistance.	20
Recommendations	Include recommendations for further actions within the organizations and the rationale chosen for these recommendations.	11
HRM Outcome B	Employ an interdisciplinary perspective for strategic leadership, HR management and decision making so as to add value to the overall success of a business enterprise.	4
Total Points	A quality paper will meet or exceed all of the above requirements.	100

WK 11

Communicating the Change (Milestone 3)

An important part of any change project is how the change is communicated to the organization, to the change agents, to the line workers, to the customers, and to the public. Along with media relations issues, communicating change (especially in a publicly traded company) can involve multiple legal and regulatory aspects as well as personnel and management concerns. Perhaps the single most difficult piece of handling Kotters establish a sense of urgency is that too many inexperienced or immature change agents read this to mean panic the troops. Never do this.

This project piece will have three parts.

1. The main part of this project component will ask you to pick one of the company’s change plans and develop a communication plan for the company. This plan should be submitted by using a Microsoft Excel spreadsheet and setting out the stakeholders, the timeline of the communication plan, the method of communication, the rationale for why you chose this method of communication, the purpose of the communication, and identifying who will do the communicating. The grid for this project can be found in the Files section of the Course Menu and is titled Grid for Week 6Communication Plan.
2. Select one of the communication pieces that you would have used that is listed in your communication plan, and write the communication in a Word document (either the text or the script, if the communication would have been oral). Be sure to review the Week 6 information and the examples of communication plans and types for more assistance on this piece of the project. If you use any form of communication from templates you find online or in a textbook, be sure to cite your source. Your instructor will grade this based on how well it relates to the audience and stakeholder group to which it is intended.
3. The real-world aspect of this project is that you will write a one- to two-page analysis of one of the media pieces about one of the company’s changes written (or provided via oral media) by the company. For this section of the project, please analyze any media, news, or other communications that explained the change going on in the organization. Explain in your paper how the company handled communicating the change to its stakeholders.

Grading Rubric

Category	Description	Total points
Stakeholder ID	ID Stakeholders have been identified on the Excel spreadsheet grid.	10
Documentation and Formatting	Paper is properly referenced according to APA guidelines with at least two references, properly cited and in-text citations included.	5
Communication Timeline	Timeline of communication has been identified and explained on the Excel spreadsheet grid.	10
Communication Type	The type of communication has been identified and explained on the Excel spreadsheet grid.	10
Communication Rationale	The rationale for why this method of communication was selected.	15
Communicator ID	ID correct communicator has been identified on the Excel spreadsheet grid.	10
Communication Pieces	At least four communication pieces listed on the Excel spreadsheet no more than six.	10
Analysis	An analysis of the actual communication plan as seen from the public eye.	15
Communication Sample	A sample communication piece for the organization.	11
HRM Outcome C	Assess the culture and workplace environment and propose and make HR decisions that align with and help achieve an organizations strategic goals.	4
Total Points	A quality paper will meet or exceed all of the above requirements.	100

WK 12

Course Project: Final Presentation – Written Submission

The written component will simply be a combination of Milestones 1, 2, and 3, completely formatted using APA writing styles. This final written document must be uploaded in the Week 8 Final Written Assignment area. You must ensure that your final written component includes a title page, table of contents, and a References Page (which will include the required 10 references from Milestones 1, 2, and 3). Keep in mind, you will be simply compiling all three milestones and creating a final APA style document for final submission. Also, adhere to the following points, as you finalize this document.

1. Use of at least 10 references.
2. Remember the title page.
3. Remember in-text citations.
4. Remember the table of contents.
5. Use proper use of APA style.

Grading Rubric

Category	Description	Total Points
Content	All three milestones included	30
Citations	In-text citations included	10
Formatting	Proper use of APA style	5
References	At least 10 references, properly cited	5
Total Points	A quality paper will meet or exceed all of the above requirements.	50

WK 13

Course Project: Final Presentation – Oral Multimedia Submission

You will be required to upload your final oral presentation in the Week 8 Discussions Area. Your colleagues and the professor will have a chance to view your oral presentation and comment on it in that discussions area. This final oral presentation must also be uploaded in the Week 8 Final Oral Assignment area. It is the instructor’s option as to the modality of each presentation (PPT Audio or Kaltura).

The requirements for the audio presentation are as follows.

Course Project Presentation

1. Introduction
2. Change analysis summary
3. Determining the change summary
4. Communicating the change summary
5. Presentation quality
6. Verbal presentation quality

Presentation Guidelines

A. Ten to 12 minutes (maximum) are allocated for the presentation.
B. No more than 10 slides are allowed in the final oral presentation. Do not embed any video files, audio files, or animated graphics, due to the limitations of the Canvas LMS.
C. Ensure that your presentation contains audio.

Grading Rubric

Category	Description	Total points
Quality	Introduction, presentation quality, and verbal presentation quality	15
Summaries	Change analysis summary Determining the change summary Communicating the change summary	30
Formatting	Proper use of APA style	5
Total Points	Total Points	50