المملكة العربية السعودية. وزارة التعليم الجامعة السعودية الإلكترونية College of Administrative and

Strayer University Confidence Development Plan Long-Term Career Goal Have my own business

Strayer University

Confidence Development Plan

Long-Term Career Goal

Have my own business as an Accountant with a Notary

Because all my life I have always wanted to be an Accountant, and by me finishing school and achieving the degree I have always wanted is the most meaningful accomplishment I could have ever imagine.

Laws of Confidence

Push Yourself

the strategy that will help me to achieve my long-term goal is the third law “push yourself”. If it wasn’t for my family and I, I would have given up by now because these classes are getting harder and harder

Learn from the Past

I applied for a position that I thought wasn’t qualified for so in the interview room I was trying to be what I thought they wanted me to be and I did not get the job, but I reapplied for the same position and this time I did me and I got the job. So being yourself I accomplished more than trying to be someone I wasn’t.

Be Positive

Reframe negative thoughts and behaviors.. Rehearsing to supplant negative idea with more equilibrium thoughts, for instance a few days ago I was in the store and a youngster who clearly was having a terrible day was so impolite to me, I began to berate her however I reexamined myself, contemplated what I planned to say and supplanted it with I hope you have an extraordinary day.

Project Your Confidence

The strategy I intend to utilize from the law of confidently to accomplish my long-term career objective of turning into an accountant is through making good impression. I can do this by just making sure to present myself appropriately and just being myself.

Create a Confidence Crew

the strategy I will take from the law to confidently to achieve my long-term goal is to create a strong professional network. I will do this by planning and focus on systems administration openings, if I’m keen on extending my organization, the initial step is to observe some to be important systems administration openings via conveying the right instruments, meet new individuals and be real.[supanova_question]

6 Module Four: Executive Summary November 5,2021 Executive Summary Purpose and Respondents

6

Module Four: Executive Summary

November 5,2021

Executive Summary

Purpose and Respondents

The executive summary explains the survey’s key results and elaborates recommendations according to the employee survey for stress levels, burnout, and job satisfaction. Hence, the respondents for the survey included males and females aged between 20 years and 50 years. These respondents had a tenure ranging from one year to five years and more. The leadership level the respondents hold within their respective organizations. The leadership level went from individual contributors to executive positions such as managers, directors, managers, and executives. There was an opt-out option for respondents who opted out of answering classifying questions related to the level of leadership, tenure, and age. Some of the questions the respondents were required to respond to included how stressed the respondents are at home, the current level of burnout at work, whether they loved what they do, and their engagement in regular activities to relax and unwind.

Results

The results have been organized and grouped into four distinct bar graph visuals according to employee survey results for burnout level, responses for whether employees love what they do, home stress levels, and at the leadership level that feels burnout the most. The first question answers the question, “what is your current level of burnout at work?” From the bar graph, the results indicate that majority of both males and females experienced high levels of “A bit worn out at the end of the day, several days a week.” From the bar graph, it is evident that the female gender is experiencing the burnout level “Pretty wiped out almost every day” most, while the males had the least number of those feeling “pretty wiped out almost every day.”

The second bar graph details the employee stress levels at home categorized by gender and age range. Interestingly, more males aged 50 years and above “feel a little stress that would be expected with the ups and downs of life” than females in the same age bracket. Nevertheless, the third graph details the employee satisfaction rates (“I love what I do”) based on the different leadership levels. They included leadership levels in the third bar graph include directors, executives, individual contributors, and managers. Notwithstanding, the leadership level that most strongly agrees with the “I love what I do” statement is at the manager level (managers).

The last graph answers the question related to “what is your current level of burnout at work?” the last bar graphs the gender with the tenures ranging from one year to five years and more. The results indicate that females with a tenure of five years and above had the lowest responses for “I feel great! Energy to spare.”

Recommendations

Ideally, burnout is likely to undermine the employees’ effectiveness and productivity, affecting physical and emotional well-being. Work-related consequences linked to burnout include job dissatisfaction, absenteeism, professional mistakes and errors, poor performance, and reduced quality of care. Employee burnout is an organizational issue and concern since it reduces morale and commitment and increases attrition rates in the workforce (Uddin, Ali & Khan, 2020). The most common causes of burnout in many places include increased pressure, ambiguity and role conflict overload, lack of support and feedback from the management.

Based on the results, the company can reduce employee burnout by building social connections in the workplace. Without a doubt, human beings are social animals. Therefore, creating support and relying on others in the workplace creates a positive workplace that reduces stress levels, pressures, and overload (Carter et al., 2015). Employers have the ability and mandate to establish and foster strong and positive social connections among the employees. This, to a large extent, improves social networks, collaboration, and teamwork. The social relationships, therefore, help the employees receive the necessary help and support to overcome burnout.

The other area to focus on to reduce burnout in the workplace is creating a work-life balance. A work-life balance is a significant aspect of a healthy work setting (Uddin, Ali & Khan, 2020). To a large extent, striking a work-life balance reduces stress among the employees and prevents burnout. Overloads or too much work generates stress and impacts work-life balance. Further, workers who consistently work overtime and have little time for social or personal life are at an increased risk of burnout. Therefore, the organization should focus on this area and ensure a safe and healthy workplace. In essence, an effective work-life balance helps the workforce be productive and more alert (Uddin, Ali & Khan, 2020). Therefore, focusing on fostering and improving work-life balance improves organizational efficiency by reducing burnout rates in the workplace.

Attached are the screenshots for the results:

References

Uddin, M., Ali, K. B., & Khan, M. A. (2020). Perceived Social Support (PSS) and Work-Life Balance (WLB) in a Developing Country: The Moderating Impact of Work-Life Policy. Iranian Journal of Management Studies, 13(4), 733–761. https://doi-org.ezproxy.snhu.edu/10.22059/ijms.2020.282543.673663

Carter, E. W., Moss, C. K., Asmus, J., Fesperman, E., Cooney, M., Brock, M. E., … & Vincent, L. B. (2015). Promoting inclusion, social connections, and learning through peer support arrangements. Teaching Exceptional Children, 48(1), 9-18.[supanova_question]

Reading Questions: Plato’s Republic 1. Describe the story of the ring of

Writing Assignment Help Reading Questions: Plato’s Republic

1. Describe the story of the ring of Gyges.

2. What does Glaucon think both the just and the unjust person would do with the ring? Does he think that the actions of the just person would be different form the actions of the unjust person?

3. What does Glaucon think the story reveals about what motivates people to be just? What does Glaucon think the story reveals about whether justice is good only for its consequences?

4. Describe Socrates’ analogy of the many-headed monster. How does he use this as a response to the claim that justice is only good for its consequences rather than good in itself? [supanova_question]

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College of Administrative and Financial Sciences

Assignment 3

Deadline: 04/12/2021 @ 23:59

Course Name: Organizational Behavior

Student’s Name:

Course Code: MGT301

Student’s ID Number:

Semester: 1st

CRN:

Academic Year: 2021/2022 G

For Instructor’s Use only

Instructor’s Name: Dr xxxxxxxxxxxxxxxxxx

Students’ Grade: 00/ 05

Level of Marks: High/Middle/Low

Instructions – PLEASE READ THEM CAREFULLY

The Assignment must be submitted on Blackboard (WORD format only) via allocated folder.

Assignments submitted through email will not be accepted.

Students are advised to make their work clear and well presented; marks may be reduced for poor presentation. This includes filling your information on the cover page.

Students must mention question number clearly in their answer.

Late submission will NOT be accepted.

Avoid plagiarism, the work should be in your own words, copying from students or other resources without proper referencing will result in ZERO marks. No exceptions.

All answered must be typed using Times New Roman (size 12, double-spaced) font. No pictures containing text will be accepted and will be considered plagiarism).

Submissions without this cover page will NOT be accepted.

Course Learning Outcomes-Covered

1

Define the impact of company’s culture, structure and design can have on its organizational behavior. (CLO3)

Assignment 3

Reference Source:

Textbook:-

Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2019). Organizational behaviour: Improving performance and commitment in the workplace (6th ed). Burr Ridge, IL: McGraw-Hill Irwin.

Case Study: –

Case: Delta / United

Please read the case “Delta / United” from Chapter 16 “ORGANIZATIONAL CULTURE” Page: – 533 given in your textbook – Organizational behaviour: Improving performance and commitment in the workplace (6th ed). by Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2019) and Answer the following Questions:

Assignment Question(s):

1. Why is an organization’s culture perhaps the most evident during crisis situations? (1.25 Marks ) (Min words 150-200)

2. What causes companies like Delta and United to become so different in regard to organizational culture? (1.25 Marks ) (Min words 150-200)

3. What will it take for United to overcome its culture that has been built up over such a long period of time? (1.25 Marks ) (Min words 200)

Part:-2

Discussion questions: – Please read Chapter 16 “ORGANIZATIONAL CULTURE” Carefully and then give your answers based on your understanding.

4. Have you or a family member worked for an organization that you would consider to have a strong culture? If so, what made the culture strong? Did you or they enjoy working there? What do you think led to that conclusion? (1.25 Marks ) (Min words 200-300)

Important Note: – Support your submission with course material concepts, principles, and theories from the textbook and at least two scholarly, peer-reviewed journal articles.

Due date for the submission of Assignment:- 3

Assignment-3 should posted in the Black Board by end of Week-11. 

The due date for the submission of Assignment-3 is end of Week-13.

Answer:

1.

2.

3.

.

.[supanova_question]

1 Personal goals and objectives Student’s Name Institutional Affiliation Course Code and

1

Personal goals and objectives

Student’s Name

Institutional Affiliation

Course Code and Course Name

Instructor’s Name

Due Date

Problem: Staffing shortage

Goal: to improve the staff for effective service delivery to the population (patients).

Observe and account for the staff deficit.

Ask the hospital management to recruit more staff in the indicated positions.

Assign the recruited staff to he fields that are understaffed for two weeks.

Assess their delivery and evaluate if there is significant improvement.

Problem: Family unable to visit in person

Goal: to improve the family visit rates

Find out the reasons why the families are not able to visit in person.

Ask the unit nurse to choose one family member who will be visiting at specific times for a convenient process.

Initiate the family visiting time process for a week.

Rate the improvement by quantifying how many family-related visits have been realized through that period.

Problem: workers burn-out

Goal: to reduce the staff workload while allowing them enough rest for effective delivery at work.

Asses the workload the workers are exposed to at a given time as well as their resting time.

Recruit more staff and redelegate the overly burdened areas and staff while allowing them necessary breaks from one shift to the other.

Initiate the new roles as well as breaks to allow them rest before taking the next shift.

Observe the delivery at their newly assigned roles for a week.[supanova_question]