Month: January 2020

Your management case assignment for chapter three consists of:

1 – Answering the Case: Case in the News- Questionnaire 2, questions 1, 2 & 3  (Attached here and under Week 3/Readings).

Your answers will be submitted in a Word document and ensure they answer completely what the questions are asking.  In addition, make sure to write complete sentences and check spelling. Avoid to copy/paste from textbook or any other source. Cite the source if you’re quoting somebody’s intellectual work. Please, be original and creative when addressing the questions and avoid plagiarism.

Questionnaire 2: Case in the News- Bloomberg Businessweek -Chapter 3
Bloomberg Businessweek Case in the News In the Land of the Blind Hire
Author: Ellen Huet
In October 2013, Tracy Chou publicly challenged tech companies to tell the world what percentage of their software engineers were women. Surprisingly, it worked. Within a year, Apple, Facebook, Google, and others had all published their lopsided gender numbersand race stats, too. Chou, then an engineer at Pinterest, became a face of the tech diversity movement.
Pinterest branded itself as a company trying hard to hire women, blacks, and Latinos. In 2015 it published a set of ambitious goals, including hiring women for 30 percent of its open engineering jobs. The pinboard site met some goalsincluding that at least 8 percent of new engineering hires be black, Latino, or American Indianbut only 22 percent of engineers hired in 2016 were women. For this year, its lowered the goal to 25 percent.
Obviously, we were all hoping it would be better and closer to 30 percent, says Chou, who co- founded the advocacy group Project Include in May and left Pinterest in June. (She says she wanted to try something new.) Pinterest says it focused on hiring women for more senior positions, which take longer to fill, and that its targets are meant to be challenges. Setting public goals focused and encouraged the team to have more authentic conversations and learn more about how to make meaningful progress, says Candice Morgan, head of diversity.
Pinterest is doing better than most. The typical tech giants diversity numbers have barely budged in the past two years, and some have fallen. At first, many companies tried to make hiring more blindstripping names and pictures from rsums, for example. Some now want to do more than cover their eyes.
Twitter has set specific hiring goals. Facebook is giving recruiters double the credit for diversity hires. Microsoft, whose proportion of women hired keeps falling, is tying manager bonuses to diversity hiring. Even companies such as Penny, a four-man personal-finance company in San Francisco, are trying to account for the value of other perspectives. These businesses embrace affirmative-action hiring, though most are careful not to call it that.
I have quite a few clients saying, We want to take it one step further, or saying, Listen, we did the unconscious bias thing, and we didnt get a lot out of it, says Y-Vonne Hutchinson, a diversity consultant for tech companies and another co-founder of Project Include. While companies studiously avoid words like affirmative action and quotas, she says, Its happening in a way that wasnt happening last year.
Page 116
Slack, the $3.8 billion workplace chat startup, practices intentional hiring, according to Leslie Miley, its director of engineering. What I want is a level playing field, he says, adding that his criteria can include such factors as whether candidates are veterans, went to community colleges, or were the first in the family to get a degree. Slack has pushed its proportion of women engineers to 24 percent from 18 percent since 2015. Stacy Brown-Philpot, the chief executive officer of TaskRabbit, who is black, said in October her company needs to overindex some groups to fulfill her pledge to make its staff look like America. I dont know if I would say its affirmative action, she quickly added. TaskRabbit is inching toward a staff that, like the U.S., is 13 percent African American.
Hutchinson, a black women whose mother got a federal job partly because of affirmative action, says while shes conscious of clients sensitivity to the term, Silicon Valleys faith in meritocracy hasnt
 
gotten the job done: Affirmative action gets a lot of blowback, but it was one of the most successful ways of getting people from underrepresented groups into jobs and institutions they were excluded from.
It can be difficult for the white and Asian men who dominate Valley engineering departments to sympathize with concerns about equality of opportunity, Chou acknowledges. But at Pinterest, she says, the pressure to meet public goals made a difference. That internal conversationWere not going to hit this, and its going to look really bad if we dontmade people haul ass and get their s together, she says.
Things havent gone as well at Facebook, where former recruiters say they were told to make diversity a priority in 2015. The numbers remain pretty much flat: 17 percent women in technical jobs, 3 percent Latino, 1 percent black. Two former recruiters, who asked not to be identified because they werent authorized to discuss the work, say they blame the circle of engineering leaders who have veto power over every offer and werent held to the same goals. Facebook says its interviewers take a training course on bias and its working to improve the numbers.
Hiring with an eye to diversity doesnt always yield the best results, say two former employees at GitHub, a site where coders store and share work. They say an internal diversity-focused team created in 2015 sometimes drove hiring managers to focus too much on a candidates background and miss out on the ideal person for the job. GitHub declined to comment.
Still, the best employees arent always the ones who ship code the quickest, says Mitchell Lee, co- founder of Penny, the personal-finance startup. Pennys first four employees were twentysomething dudes with similar ideas about how to script their financial adviser chatbot. So Lee spent the fall looking for a fifth person to broaden the bots sensibility. He rejected the hypothetical of a fifth same- y guy who was equally qualified. Somebody with a diverse background and a totally different perspective is more qualified for the position, he says.
Facing less pressure to be politic than Facebook or Slack, Lee isnt shy about using the words affirmative action. In December, after sifting hundreds of rsums, he hired Vertika Srivastava, an Indian American woman who went to the University of Michigan, developed software at consulting company Accenture, and has little experience with Ruby, Pennys main programming language. At one point during the interview process, Srivastava asked the four guys why they were interested in her. They listed some aspects of her personality, and they were blunt: It was also because shes a woman.
I liked that they didnt tiptoe around that, she says. She started on Jan. 9.
Questions for Discussion
1. What are some of the reasons why engineering departments in Silicon Valley tech firms might be dominated by white and Asian men?
2. Why are some tech companies having a difficult time hiring for diversity and/or reaching their diversity goals?
3. What are the potential advantages and disadvantages of linking manager bonuses to diversity hiring?
Ellen Huet, In the Land of the Blind Hire, Bloomberg Businessweek, January 23January 29, 2017, pp. 2728. Used with permission.

Your management case assignment for chapter three consists of:

1 – Answering the Case: Case in the News- Questionnaire 2, questions 1, 2 & 3  (Attached here and under Week 3/Readings).

Your answers will be submitted in a Word document and ensure they answer completely what the questions are asking.  In addition, make sure to write complete sentences and check spelling. Avoid to copy/paste from textbook or any other source. Cite the source if you’re quoting somebody’s intellectual work. Please, be original and creative when addressing the questions and avoid plagiarism.

Questionnaire 2: Case in the News- Bloomberg Businessweek -Chapter 3
Bloomberg Businessweek Case in the News In the Land of the Blind Hire
Author: Ellen Huet
In October 2013, Tracy Chou publicly challenged tech companies to tell the world what percentage of their software engineers were women. Surprisingly, it worked. Within a year, Apple, Facebook, Google, and others had all published their lopsided gender numbersand race stats, too. Chou, then an engineer at Pinterest, became a face of the tech diversity movement.
Pinterest branded itself as a company trying hard to hire women, blacks, and Latinos. In 2015 it published a set of ambitious goals, including hiring women for 30 percent of its open engineering jobs. The pinboard site met some goalsincluding that at least 8 percent of new engineering hires be black, Latino, or American Indianbut only 22 percent of engineers hired in 2016 were women. For this year, its lowered the goal to 25 percent.
Obviously, we were all hoping it would be better and closer to 30 percent, says Chou, who co- founded the advocacy group Project Include in May and left Pinterest in June. (She says she wanted to try something new.) Pinterest says it focused on hiring women for more senior positions, which take longer to fill, and that its targets are meant to be challenges. Setting public goals focused and encouraged the team to have more authentic conversations and learn more about how to make meaningful progress, says Candice Morgan, head of diversity.
Pinterest is doing better than most. The typical tech giants diversity numbers have barely budged in the past two years, and some have fallen. At first, many companies tried to make hiring more blindstripping names and pictures from rsums, for example. Some now want to do more than cover their eyes.
Twitter has set specific hiring goals. Facebook is giving recruiters double the credit for diversity hires. Microsoft, whose proportion of women hired keeps falling, is tying manager bonuses to diversity hiring. Even companies such as Penny, a four-man personal-finance company in San Francisco, are trying to account for the value of other perspectives. These businesses embrace affirmative-action hiring, though most are careful not to call it that.
I have quite a few clients saying, We want to take it one step further, or saying, Listen, we did the unconscious bias thing, and we didnt get a lot out of it, says Y-Vonne Hutchinson, a diversity consultant for tech companies and another co-founder of Project Include. While companies studiously avoid words like affirmative action and quotas, she says, Its happening in a way that wasnt happening last year.
Page 116
Slack, the $3.8 billion workplace chat startup, practices intentional hiring, according to Leslie Miley, its director of engineering. What I want is a level playing field, he says, adding that his criteria can include such factors as whether candidates are veterans, went to community colleges, or were the first in the family to get a degree. Slack has pushed its proportion of women engineers to 24 percent from 18 percent since 2015. Stacy Brown-Philpot, the chief executive officer of TaskRabbit, who is black, said in October her company needs to overindex some groups to fulfill her pledge to make its staff look like America. I dont know if I would say its affirmative action, she quickly added. TaskRabbit is inching toward a staff that, like the U.S., is 13 percent African American.
Hutchinson, a black women whose mother got a federal job partly because of affirmative action, says while shes conscious of clients sensitivity to the term, Silicon Valleys faith in meritocracy hasnt
 
gotten the job done: Affirmative action gets a lot of blowback, but it was one of the most successful ways of getting people from underrepresented groups into jobs and institutions they were excluded from.
It can be difficult for the white and Asian men who dominate Valley engineering departments to sympathize with concerns about equality of opportunity, Chou acknowledges. But at Pinterest, she says, the pressure to meet public goals made a difference. That internal conversationWere not going to hit this, and its going to look really bad if we dontmade people haul ass and get their s together, she says.
Things havent gone as well at Facebook, where former recruiters say they were told to make diversity a priority in 2015. The numbers remain pretty much flat: 17 percent women in technical jobs, 3 percent Latino, 1 percent black. Two former recruiters, who asked not to be identified because they werent authorized to discuss the work, say they blame the circle of engineering leaders who have veto power over every offer and werent held to the same goals. Facebook says its interviewers take a training course on bias and its working to improve the numbers.
Hiring with an eye to diversity doesnt always yield the best results, say two former employees at GitHub, a site where coders store and share work. They say an internal diversity-focused team created in 2015 sometimes drove hiring managers to focus too much on a candidates background and miss out on the ideal person for the job. GitHub declined to comment.
Still, the best employees arent always the ones who ship code the quickest, says Mitchell Lee, co- founder of Penny, the personal-finance startup. Pennys first four employees were twentysomething dudes with similar ideas about how to script their financial adviser chatbot. So Lee spent the fall looking for a fifth person to broaden the bots sensibility. He rejected the hypothetical of a fifth same- y guy who was equally qualified. Somebody with a diverse background and a totally different perspective is more qualified for the position, he says.
Facing less pressure to be politic than Facebook or Slack, Lee isnt shy about using the words affirmative action. In December, after sifting hundreds of rsums, he hired Vertika Srivastava, an Indian American woman who went to the University of Michigan, developed software at consulting company Accenture, and has little experience with Ruby, Pennys main programming language. At one point during the interview process, Srivastava asked the four guys why they were interested in her. They listed some aspects of her personality, and they were blunt: It was also because shes a woman.
I liked that they didnt tiptoe around that, she says. She started on Jan. 9.
Questions for Discussion
1. What are some of the reasons why engineering departments in Silicon Valley tech firms might be dominated by white and Asian men?
2. Why are some tech companies having a difficult time hiring for diversity and/or reaching their diversity goals?
3. What are the potential advantages and disadvantages of linking manager bonuses to diversity hiring?
Ellen Huet, In the Land of the Blind Hire, Bloomberg Businessweek, January 23January 29, 2017, pp. 2728. Used with permission.

My evaluation of your Week 2 submission is based on the universitys four universal rubric criteria, the first two of which are the most important:
1. Did the students work meet the requirements of the assignment?
2. Does the students work demonstrate understanding of the materials in the activity?
3. Is the students writing clear and compelling?
4. Does the students work include appropriate usage of grammar/mechanics/punctuation and APA Style?
Your grade is then determined using the universitys grade assignment criteria. Please note my comments and suggestions in Column 2 of the table below and also within the margins of your paper. These are all areas where improvement is needed in order to move forward in this course successfully. I am happy to provide whatever clarification you need to help you move forward, and/or if a phone conversation would be more helpful at this time, I have some availability during my Thursday afternoon office hours (3-5 pm PST), or by appointment M-F. Let me know how you would like to proceed. Ever onward! Dr. D
Assignment Requirements
My Feedback

Describe the learning scenario with comprehensive detail. Be sure to identify the current state (“as is) and the desired future state (“to be”). Use fictitious names of individuals and organizations, even if the scenario is not based on actual events. Developing your own learning scenario is how you get to tailor the assignment to your interests and experiences. This approach is often referred to as a learner-centered design.
Requirement partially met. You stated The learning need which existed within McDonalds entailed the lack of customer care personnel being fully aware of how to respond to complaints by customers, and there was the need to offer the personnel the necessary training which would, otherwise, enable them to be outstanding in terms of the responses which they made to customers. However, you did not clearly identify the current state of the employees knowledge about responding to customer complaints (is it that they arent aware of how to respond, or that they are choosing not to respond in the manner that they should be responding?) nor the desired state of the employees knowledge about responding to customer complaints (what does outstanding mean? That they respond with enthusiasm and sincerity, or that they use the correct words when responding?). The gap between the current state and the desired state is the learning need. For example, the current state of knowledge that you demonstrate about using heading levels to organize and structure your papers is less than the knowledge-level that NCU expects its graduate students to have. The desired state of knowledge that you NCU expects you to demonstrate about using heading levels to organize and structure your papers is what you see in the sample student paper that I provided in the list of New Items on the course home page. The learning need that you have appears to be the need to learn how to correctly use APA heading levels to organize and structure your weekly papers. However, a needs assessment would help me determine if the learning need is a lack of knowledge or if the learning need is a lack of concern about applying APA Style correctly when writing your weekly papers. The instructional solution that I would design to address the learning need would be different depending on what the needs assessment revealed. Make sense?
Analyze the learning need in the scenario. Start by describing the learning need and how you know it is a learning need.
Requirement not met. The Larson and Lockee (2014) resource, and the Brown and Green (2015) resource in the Week 2 list of Weekly Resources and Assignments would have been helpful for you to have read so that you were better prepared to address this assignment requirement. I recommend going back and reviewing these two resources specifically to strengthen your understanding going forward.
Justify which model (problem, innovation, discrepancy) you think would be most appropriate in conducting the needs assessment.
Requirement not met. See my margin comment about needing to strengthen your understanding of the three needs assessment models that were discussed in the Week 2 course content.
Discuss any ethical, legal, or political factors that might influence the identification or analysis of the learning need or needs assessment model. For example,
Would the organization be liable to pay penalties if your analysis revealed than mandated safety training had not occurred and was necessary?
What if executives put pressure on you to overlook certain findings in favor of their own perspectives?
Requirement not met. See my margin comment about this.
Length: 3-5 pages, excluding title and reference pages
Requirement not met. You wrote 2.5 pages of content exclusive of your title page and References page.
Include a minimum of 3 scholarly resources with reference citations formatted correctly in APA Style.
Requirement partially met. You listed three sources on your References page, and cited the sources correctly in-text but provided no indication of how those sources supported your points. Also, the reference citations for the sources were not correctly formatted in APA Style. Details like italics and capitalization of words count when formatting reference citations in correct APA Style. See my margin comment about your References.
The completed assignment should demonstrate thoughtful consideration of the ideas and concepts presented in the course by providing new thoughts and insights relating directly to this topic.
Requirement partially met. I see that you tried to incorporate some of the ideas and concepts presented in the course, but your comprehension of those concepts is problematic. When I checked to see how much time you had spent online with the various topics, I noted that you have not spent as much time as the university recommends. If you will read and review each of the weekly resources that are there to  support your assignments, I think you will see how the assignment requirements are designed to help you apply the content in a thoughtful manner. In other words, in undergraduate school, you probably had quizzes and tests over the assigned readings each week. In graduate school, there are no quizzes and tests, but the assignments are designed to help you check your understanding of the content and demonstrate your understanding of the course content. The stronger demonstration you provide, the more convincing your work will be that you are meeting the learning goals and objectives for this course. This weeks assignment was not very convincing, Charles. But I know you can do better! ?
Adherence to Northcentral University’s Academic Integrity** Policy.
Requirement partially met. Adherence to APA Style IS part of the policy, Charles, but your adherence needs to be more accurate going forward.
** Note: If the link doesnt open, copy and paste the URL into your browser. https://commons.ncu.edu/sites/default/files/entity/paragraph/2019/Academic%20Integrity%20Basics%20v1.pdf
Your grade was determined according to the universitys grading criteria for assigning grades (see yellow highlighted row):
100 – 94
A

Excellent
Completes all required parts of the assignment, deep understanding of materials, uses very clear and effective expression appropriate to scholarly writing and has very few, or no, errors in grammar, mechanics, and APA formatting.
93 – 90
A-

89 – 87
B+

Good
Completes all, or most, required parts of the assignment, good understanding of materials, uses mostly clear and effective expression appropriate to scholarly writing and has few errors in grammar, mechanics, and APA formatting.
86 – 83
B

82 – 80
B-

Fair
Completes most required parts of the assignment, some understanding of materials, uses somewhat clear and effective expression appropriate to scholarly writing and has some errors in grammar, mechanics, and APA formatting.
79 – 77
C+

76 – 73

C

Poor
Completes some required parts of the assignment, some understanding of materials, writing is difficult to understand and unscholarly and has several errors in grammar, mechanics, and APA formatting.

72 – 0

F

Unacceptable
Completes few required parts of the assignment, little understanding of materials, writing is difficult to understand and unscholarly and has many errors in grammar, mechanics, and APA formatting.

ID-5100v3-A-2
The learning need which existed within McDonalds entailed the lack of customer care personnel being fully aware of how to respond to complaints by customers. Some were taken aback by the fury of customers and, therefore, happened to respond harshly to them. Therefore, there was the need to offer the personnel the necessary training which would, otherwise, enable them to be outstanding in terms of the responses which they made to customers (Molenda, 2015). The approach would, therefore, be essential in enabling the personnel to be outstanding in meeting the needs of customer appropriately. Further, they would be keen in identifying the specific areas which needed to be improved on with the aim of improving upon the quality of outcomes which was realized within the entity.
Thus, I took it upon myself to ensure that the personnel were offered the training they needed. Such a practice would, therefore, be essential in improving their workmanship. I organized a three-day conference in which I addressed the specific concepts which they needed to be fully aware of in terms of dealing with complaints (Merrill, 2015). One aspect which I touched on related to the fact that they were likely to meet customers who have high demands and expectations. Thus, it was necessary for them to be aware of the situation which they faced. Amidst all the complaints which such customers would level upon them, it was necessary for the employees to remain clear and keen on providing the best form of service. I informed the personnel that they needed to remain calm when dealing with such customers. Much of their focus needs to be on listening to them. It is through the process that they will manage to capture the specific issues which they are complaining of. Also, listening is important in that it helps to boost the level of perception of customers. They attain the view that they are being treated seriously and with great value. As a result, it is possible for them to be more trusting of the organization. Further, they attain the ability to attain a far much better interaction with the entity. They have the perception that the entity is largely interested in maintaining their welfare.
The personnel were elated in that they became fully aware of the best actions which they needed to take to improve on the quality of services which they offered to customers. For instance, one employee, Gomez, was elated in that he became aware of the best approaches which she needed to take in a bid to be of the best service to customers.
The model which is the most appropriate in conducting needs assessment identification, innovation and the identification of discrepancy. The identification of the problem is essential in showing the specific problem which needs to be addressed. Innovation relates to the specific approaches which need to be adopted in line with ensuring that the problems identified have been handled effectively (Smaldino et al., 2008). It is through innovation that better approaches are created and communicated appropriately among the personnel. Through the process, they become aware of the specific actions which they need to do in a bid to create the best outcomes within the organization. The identification of the discrepancy is essential in showing the success level of the innovation which was adopted. As a result, it is possible to show whether the intervention was a success.
The legal and ethical practices which influence the identification, analysis and learning of the needs assessment model is to ensure that customer data is well-safeguarded. The approach is important in maintaining the welfare of the personnel. To such an extent, it is possible to attain the desired levels of success without necessarily giving out any information which relates to customers (Molenda, 2015). For the most part, the interest will lie in knowing the kind of complaints which are lodged by customers and how they are responded to without giving out any particular customer information. Also, the restraint to provide customer information is important in preventing any potential lawsuits which might follow. Such cases are of negative effect as they are more likely to impact negatively on the image of the organization. Therefore, the best approach will be based on the idea of ensuring that such customer data is protected as deemed appropriate (Smaldino et al., 2008). The approach will help to show that the organization is highly interested in meeting the needs of its customers. The situation would also impact negatively on the level of profitability which the organization stands to attain eventually. The executive, therefore, need to put a lot of focus on the process of needs assessment. The approach will enable it to be more aware of the
Where executives put pressure to overlook certain findings in favor of their perspectives, there might a risk as the organization might fail to be effective in responding to customer complaints (Molenda, 2015). Therefore, the organization will stand the risk of losing customers to other entities which are highly committed to addressing the needs of their clients.

References
Merrill, M. D. (2015). A pebble-in-the-pond model for instructional design. Performance Improvement, 54(1), 42-48.  https://doi.org/10.1002/pfi.21454
Molenda, M. (2015). In search of the elusive ADDIE model. Performance Improvement, 54(2), 40-42. https://doi.org/10.1002/pfi.21461
Smaldino, S.E., Lowther, D. L., & Russell, J.D. (2008). Instructional technology and media for learning (9th ed.). Upper Saddle River, NJ: Pearson.

My evaluation of your Week 2 submission is based on the universitys four universal rubric criteria, the first two of which are the most important:
1. Did the students work meet the requirements of the assignment?
2. Does the students work demonstrate understanding of the materials in the activity?
3. Is the students writing clear and compelling?
4. Does the students work include appropriate usage of grammar/mechanics/punctuation and APA Style?
Your grade is then determined using the universitys grade assignment criteria. Please note my comments and suggestions in Column 2 of the table below and also within the margins of your paper. These are all areas where improvement is needed in order to move forward in this course successfully. I am happy to provide whatever clarification you need to help you move forward, and/or if a phone conversation would be more helpful at this time, I have some availability during my Thursday afternoon office hours (3-5 pm PST), or by appointment M-F. Let me know how you would like to proceed. Ever onward! Dr. D
Assignment Requirements
My Feedback

Describe the learning scenario with comprehensive detail. Be sure to identify the current state (“as is) and the desired future state (“to be”). Use fictitious names of individuals and organizations, even if the scenario is not based on actual events. Developing your own learning scenario is how you get to tailor the assignment to your interests and experiences. This approach is often referred to as a learner-centered design.
Requirement partially met. You stated The learning need which existed within McDonalds entailed the lack of customer care personnel being fully aware of how to respond to complaints by customers, and there was the need to offer the personnel the necessary training which would, otherwise, enable them to be outstanding in terms of the responses which they made to customers. However, you did not clearly identify the current state of the employees knowledge about responding to customer complaints (is it that they arent aware of how to respond, or that they are choosing not to respond in the manner that they should be responding?) nor the desired state of the employees knowledge about responding to customer complaints (what does outstanding mean? That they respond with enthusiasm and sincerity, or that they use the correct words when responding?). The gap between the current state and the desired state is the learning need. For example, the current state of knowledge that you demonstrate about using heading levels to organize and structure your papers is less than the knowledge-level that NCU expects its graduate students to have. The desired state of knowledge that you NCU expects you to demonstrate about using heading levels to organize and structure your papers is what you see in the sample student paper that I provided in the list of New Items on the course home page. The learning need that you have appears to be the need to learn how to correctly use APA heading levels to organize and structure your weekly papers. However, a needs assessment would help me determine if the learning need is a lack of knowledge or if the learning need is a lack of concern about applying APA Style correctly when writing your weekly papers. The instructional solution that I would design to address the learning need would be different depending on what the needs assessment revealed. Make sense?
Analyze the learning need in the scenario. Start by describing the learning need and how you know it is a learning need.
Requirement not met. The Larson and Lockee (2014) resource, and the Brown and Green (2015) resource in the Week 2 list of Weekly Resources and Assignments would have been helpful for you to have read so that you were better prepared to address this assignment requirement. I recommend going back and reviewing these two resources specifically to strengthen your understanding going forward.
Justify which model (problem, innovation, discrepancy) you think would be most appropriate in conducting the needs assessment.
Requirement not met. See my margin comment about needing to strengthen your understanding of the three needs assessment models that were discussed in the Week 2 course content.
Discuss any ethical, legal, or political factors that might influence the identification or analysis of the learning need or needs assessment model. For example,
Would the organization be liable to pay penalties if your analysis revealed than mandated safety training had not occurred and was necessary?
What if executives put pressure on you to overlook certain findings in favor of their own perspectives?
Requirement not met. See my margin comment about this.
Length: 3-5 pages, excluding title and reference pages
Requirement not met. You wrote 2.5 pages of content exclusive of your title page and References page.
Include a minimum of 3 scholarly resources with reference citations formatted correctly in APA Style.
Requirement partially met. You listed three sources on your References page, and cited the sources correctly in-text but provided no indication of how those sources supported your points. Also, the reference citations for the sources were not correctly formatted in APA Style. Details like italics and capitalization of words count when formatting reference citations in correct APA Style. See my margin comment about your References.
The completed assignment should demonstrate thoughtful consideration of the ideas and concepts presented in the course by providing new thoughts and insights relating directly to this topic.
Requirement partially met. I see that you tried to incorporate some of the ideas and concepts presented in the course, but your comprehension of those concepts is problematic. When I checked to see how much time you had spent online with the various topics, I noted that you have not spent as much time as the university recommends. If you will read and review each of the weekly resources that are there to  support your assignments, I think you will see how the assignment requirements are designed to help you apply the content in a thoughtful manner. In other words, in undergraduate school, you probably had quizzes and tests over the assigned readings each week. In graduate school, there are no quizzes and tests, but the assignments are designed to help you check your understanding of the content and demonstrate your understanding of the course content. The stronger demonstration you provide, the more convincing your work will be that you are meeting the learning goals and objectives for this course. This weeks assignment was not very convincing, Charles. But I know you can do better! ?
Adherence to Northcentral University’s Academic Integrity** Policy.
Requirement partially met. Adherence to APA Style IS part of the policy, Charles, but your adherence needs to be more accurate going forward.
** Note: If the link doesnt open, copy and paste the URL into your browser. https://commons.ncu.edu/sites/default/files/entity/paragraph/2019/Academic%20Integrity%20Basics%20v1.pdf
Your grade was determined according to the universitys grading criteria for assigning grades (see yellow highlighted row):
100 – 94
A

Excellent
Completes all required parts of the assignment, deep understanding of materials, uses very clear and effective expression appropriate to scholarly writing and has very few, or no, errors in grammar, mechanics, and APA formatting.
93 – 90
A-

89 – 87
B+

Good
Completes all, or most, required parts of the assignment, good understanding of materials, uses mostly clear and effective expression appropriate to scholarly writing and has few errors in grammar, mechanics, and APA formatting.
86 – 83
B

82 – 80
B-

Fair
Completes most required parts of the assignment, some understanding of materials, uses somewhat clear and effective expression appropriate to scholarly writing and has some errors in grammar, mechanics, and APA formatting.
79 – 77
C+

76 – 73

C

Poor
Completes some required parts of the assignment, some understanding of materials, writing is difficult to understand and unscholarly and has several errors in grammar, mechanics, and APA formatting.

72 – 0

F

Unacceptable
Completes few required parts of the assignment, little understanding of materials, writing is difficult to understand and unscholarly and has many errors in grammar, mechanics, and APA formatting.

ID-5100v3-A-2
The learning need which existed within McDonalds entailed the lack of customer care personnel being fully aware of how to respond to complaints by customers. Some were taken aback by the fury of customers and, therefore, happened to respond harshly to them. Therefore, there was the need to offer the personnel the necessary training which would, otherwise, enable them to be outstanding in terms of the responses which they made to customers (Molenda, 2015). The approach would, therefore, be essential in enabling the personnel to be outstanding in meeting the needs of customer appropriately. Further, they would be keen in identifying the specific areas which needed to be improved on with the aim of improving upon the quality of outcomes which was realized within the entity.
Thus, I took it upon myself to ensure that the personnel were offered the training they needed. Such a practice would, therefore, be essential in improving their workmanship. I organized a three-day conference in which I addressed the specific concepts which they needed to be fully aware of in terms of dealing with complaints (Merrill, 2015). One aspect which I touched on related to the fact that they were likely to meet customers who have high demands and expectations. Thus, it was necessary for them to be aware of the situation which they faced. Amidst all the complaints which such customers would level upon them, it was necessary for the employees to remain clear and keen on providing the best form of service. I informed the personnel that they needed to remain calm when dealing with such customers. Much of their focus needs to be on listening to them. It is through the process that they will manage to capture the specific issues which they are complaining of. Also, listening is important in that it helps to boost the level of perception of customers. They attain the view that they are being treated seriously and with great value. As a result, it is possible for them to be more trusting of the organization. Further, they attain the ability to attain a far much better interaction with the entity. They have the perception that the entity is largely interested in maintaining their welfare.
The personnel were elated in that they became fully aware of the best actions which they needed to take to improve on the quality of services which they offered to customers. For instance, one employee, Gomez, was elated in that he became aware of the best approaches which she needed to take in a bid to be of the best service to customers.
The model which is the most appropriate in conducting needs assessment identification, innovation and the identification of discrepancy. The identification of the problem is essential in showing the specific problem which needs to be addressed. Innovation relates to the specific approaches which need to be adopted in line with ensuring that the problems identified have been handled effectively (Smaldino et al., 2008). It is through innovation that better approaches are created and communicated appropriately among the personnel. Through the process, they become aware of the specific actions which they need to do in a bid to create the best outcomes within the organization. The identification of the discrepancy is essential in showing the success level of the innovation which was adopted. As a result, it is possible to show whether the intervention was a success.
The legal and ethical practices which influence the identification, analysis and learning of the needs assessment model is to ensure that customer data is well-safeguarded. The approach is important in maintaining the welfare of the personnel. To such an extent, it is possible to attain the desired levels of success without necessarily giving out any information which relates to customers (Molenda, 2015). For the most part, the interest will lie in knowing the kind of complaints which are lodged by customers and how they are responded to without giving out any particular customer information. Also, the restraint to provide customer information is important in preventing any potential lawsuits which might follow. Such cases are of negative effect as they are more likely to impact negatively on the image of the organization. Therefore, the best approach will be based on the idea of ensuring that such customer data is protected as deemed appropriate (Smaldino et al., 2008). The approach will help to show that the organization is highly interested in meeting the needs of its customers. The situation would also impact negatively on the level of profitability which the organization stands to attain eventually. The executive, therefore, need to put a lot of focus on the process of needs assessment. The approach will enable it to be more aware of the
Where executives put pressure to overlook certain findings in favor of their perspectives, there might a risk as the organization might fail to be effective in responding to customer complaints (Molenda, 2015). Therefore, the organization will stand the risk of losing customers to other entities which are highly committed to addressing the needs of their clients.

References
Merrill, M. D. (2015). A pebble-in-the-pond model for instructional design. Performance Improvement, 54(1), 42-48.  https://doi.org/10.1002/pfi.21454
Molenda, M. (2015). In search of the elusive ADDIE model. Performance Improvement, 54(2), 40-42. https://doi.org/10.1002/pfi.21461
Smaldino, S.E., Lowther, D. L., & Russell, J.D. (2008). Instructional technology and media for learning (9th ed.). Upper Saddle River, NJ: Pearson.

After the Civil War, how were healing and justice accomplished?
How was the process of healing and/or justice lacking? What could have/should have been done better or differently?

Student demonstrates knowledge of problems needing to be addressed after the Civil War, and how the country actually went about picking up the pieces after the Civil War. Student uses mulitple pieces of evidence to support position, while also giving complete explanations.

After the Civil War, how were healing and justice accomplished?
How was the process of healing and/or justice lacking? What could have/should have been done better or differently?

Student demonstrates knowledge of problems needing to be addressed after the Civil War, and how the country actually went about picking up the pieces after the Civil War. Student uses mulitple pieces of evidence to support position, while also giving complete explanations.

Read and analyze the assigned HBR Case Study: Idalene F. Kesner, Leadership Development: Perk or Priority. You will need to read this multiple times to understand the facts very well and be able to write the memorandum required. Write a memorandum from Karen Barton to Dave Palmer that convinces Dave Palmer to restore Karen Barton’s budget for leadership development. To be successful, you must understand what Dave Palmer cares about most and provide arguments and data to support your position. You must cite to specific authority in your textbook by book name and page number to support your arguments. You do not need to use APA format. This should be 2-5 double-spaced pages with a 12-point font. Chapter 2 of The Extraordinary Leader is very important.

Read and analyze the assigned HBR Case Study: Idalene F. Kesner, Leadership Development: Perk or Priority. You will need to read this multiple times to understand the facts very well and be able to write the memorandum required. Write a memorandum from Karen Barton to Dave Palmer that convinces Dave Palmer to restore Karen Barton’s budget for leadership development. To be successful, you must understand what Dave Palmer cares about most and provide arguments and data to support your position. You must cite to specific authority in your textbook by book name and page number to support your arguments. You do not need to use APA format. This should be 2-5 double-spaced pages with a 12-point font. Chapter 2 of The Extraordinary Leader is very important.

DESCRIPTION:  The preservice teacher/candidate will review and reflect upon the Code of Ethics of the Education Profession in Florida and identify situations in the K-12 setting that relates to the Code of Ethics of the Education Profession in Florida and educational law. Describe how the foundation and history of education and the K-12 professionals roles and responsibilities related to the Code of Ethics of the Education Profession in Florida has impacted society today. Describe a personal situation where ethics played a role in the learning process. The paper must be 2 to 3 pages following Standard English using APA format.

ARTIFACTS:  Ethics Paper (2-3 pages)

Code of Ethics Link: http://www.fldoe.org/teaching/professional-practices/code-of-ethics-principles-of-professio.stml

DESCRIPTION:  The preservice teacher/candidate will review and reflect upon the Code of Ethics of the Education Profession in Florida and identify situations in the K-12 setting that relates to the Code of Ethics of the Education Profession in Florida and educational law. Describe how the foundation and history of education and the K-12 professionals roles and responsibilities related to the Code of Ethics of the Education Profession in Florida has impacted society today. Describe a personal situation where ethics played a role in the learning process. The paper must be 2 to 3 pages following Standard English using APA format.

ARTIFACTS:  Ethics Paper (2-3 pages)

Code of Ethics Link: http://www.fldoe.org/teaching/professional-practices/code-of-ethics-principles-of-professio.stml