Barack Obama-Political leader USA

Recently we provide the help of the following research paper....

Political leader:   Barack Obama

For leaders, the student is expected to conduct the research and present this leader’s story and interpret for the class the relevant message that this leader’s life can offer.  Focus on the leadership style and outcomes in addition to the leader’s story. Strong sources should be identified and a proper bibliography should be constructed (Chicago style preferred, but other formal styles are acceptable).

The depth of the content, your ability to interpret the material, your ability to identify the most relevant knowledge, the construction of the individual research paper, the preparation of a bibliography, your ability to write, and your ability to field questions on the blackboard site, will all impact the grade for this assignment.  Please do not use the material from any textbook or use the text as a “source.”  Please do not use Wikipedia as a source. Your opinion surrounding the topic must be an educated one.  Please support your view with literature and other evidence.  Cite your sources within the narrative of your paper (author/date style).  The paper should be concise and well written.  Grammar, spelling, formatting, punctuation, and citation style are all part of the grade.  Do not cut/paste any material from any source.  You must paraphrase the information you use.  I am not interested in direct quotes from others.  I want to assess your ability to assimilate the material and present it in a paper.  BUT remember – when you paraphrase, you MUST still cite the source.

Format the paper single-spaced with 1” margins and 12pt font (Times New Roman).  Insert one line space between paragraphs.  Please paginate. Include your name and title at the top of the first page (a separate cover page is unnecessary).

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Writing Graduate Level Papers

 Please do not use any textbook or any encyclopedia (including Wikipedia and similar question-answering sites) as sources. Textbooks and encyclopedias are great for getting an overview of a topic, and perhaps for a definition, but they are inappropriate scholarly sources for a graduate paper.

Please do not cut and paste material from sources.  I am interested in hearing your voice, summarization of the material, and expression of critical and valuable ideas and interpretations.  The paper must reflect both depth and breadth.  You can certainly paraphrase, but please do not quote others’ words.  If you use others’ words, it is difficult to evaluate your assimilation of the knowledge.  It is also difficult to evaluate your writing style and skill.  Be sure to properly cite the ideas within your paper using the author/date style (rather than footnotes).  This means, if you gain knowledge from reading a source, you must attribute the knowledge you gained to the author by citing the source – even if you do not directly quote the material.

Please properly prepare a bibliography (works cited) to accompany your paper and presentation (e.g., Chicago Style). This is traditionally a cause for a student to reduce his or her grade.  It is extremely important that the ideas presented in the paper are tied to their original sources (even when you are not directly quoting).  A source should not be listed in the bibliography if it is not cited in the narrative of the paper. The in-text citing of sources should follow the author/date style.  The author’s last name and the year of publication should appear in the narrative of the paper (author/date style) directly following the information used.  If you do directly quote a source, the page # must be included in the in-text citation e.g., (Jones 1999, 37).

URLs are not appropriate to cite in-text sources.  The bibliographic references should be listed in alphabetical order at the end of the paper (no need for separate page). Online sources must reflect full bibliographic detail and the date last accessed online.  The intext citation must match the reference listed in the bibliography.  For example, (Jones 2003) would point to: Jones, John. 2003. Manager behavior. Journal of Management, 60(3), 36-50.

The paper should be concise and well written (I recommend editing and re-editing your paper before submitting).  Grammar, spelling, formatting, punctuation and citation style are all part of the grade.  The paper formatting is to include 12pt Times New Roman font, 1” margins, pagination, single line spacing, and a full line space between paragraphs.  Your paper’s title and your name should be included on the top of the 1^st page of your paper (please do not add a separate cover sheet).  Your bibliography can begin immediately following your closing paragraph; no need to start a new page.

In addition, your research paper should be submitted electronically to www.turnitin.com by the morning of the due date .

PAPER SUBMISSION PROCESS

Turnitin.com is a plagiarism website.  The technology will identify digital material that matches the text in your paper.  Please do not cut and paste any material into your paper.  Synthesize the knowledge from the sources you use to research your paper’s topic.  Always attribute knowledge to its original authors.  I am not interested is solely reading the quotes of others.  You must paraphrase all information as well as cite the sources within the narrative of the paper.  All bibliographic references listed at the end of the paper must be properly cited within the paper to link the reference to the information you used.

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Motivational Plan Memo

 

One philosophy is that happy salespeople are productive salespeople: if they do not feel good about themselves they will probably not work hard. It then can become a chain reaction—if they are not happy, then they will not make money, hence the company will not make money, and so on. The purpose of a motivational plan is to assist in increasing productivity and morale.

In this assignment, you, as a sales manager, will identify why we should motivate salespeople and create a motivational plan. Use different methods and ideas. Do not just use common motivational tools such as bonuses and monetary incentives—be creative. Include the following:

·  Describe intrinsic motivators for your sales professionals: What motivates salespeople internally? For example is a simple pat on the back good enough, are they self-motivated only, do they want public recognition, or so on? 

·  Describe extrinsic motivators for your sales professionals: What motivates salespeople externally? For example, are they motivated by contests, a plaque, money, and so on?

·   

Your motivational plan should be presented as if you were presenting it to your boss, in a memo format.

You will get the Memo of marketing assignment. If you have any query then do e-mail us...

_______________________________________________________________________________

To: XYZ

From: ABC

Date:  28^th December 2014

Subject: Motivation plan for salespersons

In global era of competition, it is important for the firm to motivate its employees for successfully running the business. Motivation is an important for an organization in terms of its benefits to increase positive growth of the firm. It fills the gap between ability and willingness which helps in improving the level of performance of the salespersons. It results into increase in productivity, reducing cost of operations and improving overall efficiency (Anbuvelan, 2007).

Highly motivated salespersons make more empowered team, more work and more individual employee contribution. It makes more profitable for the organization in terms of increase sales and profit. Motivated salespersons are more satisfied and produced good results rather than unsatisfied employees. Successful organizations try to keep their salespersons motivated and engaged through a variety of motivational methods-intrinsic rewards and extrinsic rewards (Intrinsic or Extrinsic Motivation - The Most Effective Way to Motivate Employees, 2009).  These are as follow:

Intrinsic Motivators:

Intrinsic motivation means motivation that is driven by an interest or enjoyment in the task itself. It exists within the individual rather than any external pressure. It will be included in the motivational factors of the firm to motivate the employees. Intrinsic motivation is more effective in the long term because it means that the person has a real interest in doing something he/she likes (Anbuvelan, 2007). It is difficult to create in someone because people need to have that real interest which will not be come by force. For increasing intrinsic motivation many tools will be use like: give rewards, verbal and non-verbal praise, public recognition and involve the participants in decisions making of the firm (Ingram, Laforge & Avila, 2008). These are as follow:

Psychological Reward: In this motivator factor, the firm will reward its employees psychologically. It will be done by praising the employees, involving them in decision making process of the firm. In this, to motivate to the salespersons, the firm will engage them in the topic or action and tell them about the importance of action and how is going to improve their life. It will help the firm to increase self motivation among the salespersons. It will also support the self management among the salespersons (Boniwell, 2006).

Public Recognition: To enhance the motivational level among the salespersons, the firm will recognize or reward its salespersons publically. It will help to increase confidence level among the salespersons of the firm. It will turn into highly dedication and more responsibility of the salespersons towards their duties for the firm. It results low rate of labor turnover and absenteeism (Thomas, 2009).

Extrinsic Motivators:

Extrinsic motivation refers to motivation that comes from outside an individual. The motivating factors are external rewards like: money or grades. These rewards provide satisfaction and pleasure that the task itself may not provide (Ingram, Laforge & Avila, 2008). The firm will include these motivators to motivate its salespersons. Extrinsically motivated salespersons will work on a task, when they have little interest in it because of the anticipated rewards (Yahaya, Yahaya, Ramli, Hashim & Zakariya, 2010).

Extrinsic motivation does not means that a person will not get any pleasure from working on or completing a task. It means that the pleasure they expect from external reward will continue to be a motivator even when the task is not interested. Extrinsic motivators can be either positive or negative. It is possible to use positive motivators such as monetary rewards or negative such as threats or bribery to motivate them extrinsically. Extrinsic motivators focus the salespersons on rewards rather than actions (Thomas, 2009). These motivators can be discussed as follow:

Financial Support: In this motivational tool, the firm will support its salespersons by financially. It will help to increase motivational level among the salespersons of the firm. In this, medical and other aspects will be included by the firm to ensure the salespersons’ place in the firm in front of them. In this, monetary and non-monetary rewards and help will be offered by the firm to its salespersons. Non-cash rewards like trips, merchandise have bigger impact on performance of salespersons rather than cash (Thomas, 2009).

Social Support: The firm will provide social support to its salespersons to motivate them for doing best for the firm. In this, the firm will support its salespersons in their uncertainties by attaching them emotionally. The firm can motivate its salespersons in the bad condition or sorrow condition by supporting them in positive manner. The firm will develop understanding for employee-employer relationship to motivate the salespersons (Yahaya, Yahaya, Ramli, Hashim & Zakariya, 2010).

Competition: The firm will use competition as a motivator factor. In this, the firm will provide extra benefits to its salespersons on the performing well. It will motivate the salespersons for performing well (Ingram, Laforge & Avila, 2008).

References

Anbuvelan, K. (2007). Principles of Management MG-1351. New Delhi: Firewall Media.

Boniwell, I. (2006). Positive Psychology in a Nutshell: A Balanced Introduction to the Science of Optimal Functioning. Personal Well-Being Centre.

Ingram, T. N., Laforge,R.W & Avila, R.A. (2008). Sales Management: Analysis and Decision

 Making. New York: M.E. Sharpe.

Intrinsic or Extrinsic Motivation - The Most Effective Way To Motivate Employees. (2009).

Retrieved 08 November, 2010, from

http://www.articlesbase.com/human-resources-articles/intrinsic-or-extrinsic-motivation-the-most-effective-way-to-motivate-employees-806161.html

Thomas, K. W. (2009). Intrinsic Motivation at Work: What Really Drives Employee Engagement. Berrett-Koehler Publishers.

Yahaya, N., Yahaya, A., Ramli, J., Hashim, S & Zakariya, Z. (2010). The Effects of Extrinsic Motivational Factors in Learning among Students in Secondary School in Negeri Sembilan. International Journal of Psychological Studies 2(1). pp. 128-136.

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CMGT 445 Baderman Island Resort Word Processing Software Upgrade Analysis

CMGT 445 Baderman Island Resort Word Processing Software Upgrade Analysis

Boardman Management Group has decided to upgrade the Microsoft Word, word processing software for Baderman Island Resort. Smith Systems Consulting has provided Boradman with an analysis fo the factors that need to be considered in upgrading the software. 

Using the analysis, submit a Request for Proposal that would be sent to software vendors seeking their purchase and implementation of the upgraded software application. 

Attached are the analysis and Request for Proposal template. 

Baderman Island Resort Word Processing Software Upgrade Analysis

Baderman Island Resort opened business to the public in 2004 to provide a quality experience to their guests and visitors. The organization consists of three hotels, a convention center, four restaurants, two gift shops, a pro shop and a spa (University of Phoenix, 2007). The island resorts and associated entities are owned by the Baderman Island Resort and executively managed by the Boardman Management Group. The organization has grown over a period of time which has caused the computer equipment and software to become varied in age and quality. The requires an analysis to prepare the organization to achieve a uniform environment where the software is the same across the organization to ensure functionality and compatibility.

Baderman Island Resort has numerous factors that need consideration in upgrading the resort's existing word processing software or in purchasing new software. The first factor to consider for the upgrade or replacement decision is cost. The Boardman Management Group must compare the costs of purchasing a new word processing application for the entire organization versus upgrading the existing ones to a standardized, latest version from Microsoft. In addition, the organization needs to weight the cost of using the external services to do the analysis, and the costs associated with the implementation and training employees to use the new software. A cost benefit analysis needs to be performed to ensure that the requisite investment for an upgrade, or new purchase is indeed beneficial and worthy for the organization. If analysis proves that upgrading existing versions of Microsoft Word to a newer, standardized version of word is cost-effective as well as practically feasible and beneficial, it should consider this option. Although, if software from another vendor is more attractive in terms of cost and functionality, then it should chose the alternative software instead of an upgrade to its existing software.

The second factor to consider is interoperability of the software with the organization's computer systems. The resort currently uses Microsoft Windows computers which are compatible with Microsoft Word, but some other computer operating systems are not compatible with Microsoft word, such as Linux. Baderman Island Resort needs to ensure that it considers a program that is interoperable or used by most of its users. Microsoft Word is a very popular product in the word processing market, and thus it's widespread use makes it a viable solution for the organization. If the company believe that a software product from another vendor is more attractive from a cost and benefit perspective, then it has to consider interoperability and usability by its Windows and Mac users.

A third factor to consider is the staff's readiness and familiarity to use the software. The organization's staff is currently using Microsoft's program, which will cause them to be hesitant in moving to an unfamiliar application from other vendors. If the organization chooses to move to a different software vendor, then more user training will have to occur versus if the organization upgrades its existing software. The additional training will be required to ensure the users will be able to accomplish the same level of productivity with the new software.

A fourth factor for consideration is if any of the organizations existing processes require the Microsoft Word product, or a specific Microsoft Word version to function. Any software that is reliant on Microsoft Word will need to be validated to work with a newer version of Microsoft Word. If the organization replaces Microsoft Word with another product, then the process will need to be adjusted to work with the different file format of the new software product. The specializations that are currently implemented will need to be transferred to the new solution, which could require additional funding and time to implement.

Some other factors for consideration include file conversion, level of impact, and hardware requirements on the organization regarding the decision of upgrading or replacing the software product. If the organization replaces Microsoft Word with a different software product, then the new software will either need to be verified to support Microsoft Word documents or offer a way to convert the existing documents into a new format that the new software supports. The impact of the decision for upgrading or replacing its word processing software will need to be carefully gauged, because the impact of replacing the software with a new software product is potentially greater than if the organization upgrades its existing software, if the new software is not directly compatible with the existing documents and processes. The existing hardware will also need to be evaluated against the software operating requirements of a newer version of Microsoft Word or a replacement product. Any computers that don't meet the operating requirements will require an upgrade to operate the software.

References

University of Phoenix. (2007). SR-bi-001 -- Word Processing Software Upgrade. Retrieved from https://ecampus.phoenix.edu/secure/aapd/cist/libraries/Service%20Requests/BadermanSR/badermanSR001.htm

Laissez-faire Leadership Style

In this post you get answer of the follwoing question :



Laissez-faire leadership style. Write a 625 word paper, describing laissez-faire leadership style.

Develop a matrix with the leadership style, covering the pros and cons of the leadership style.

Performance Evaluation and Leadership Example Matrix."
 

Leadership Style	Description of Leadership Style	Pros of Leadership Style	Cons of Leadership Style
(Example) Transformational Leadership

 

Laissez-faire Leadership Style

Laissez-faire leadership refers to the behavior through which leader allows team members to take decision on own. It’s like a delegation of authority from the leader to individuals. It is the style where leader develops trust and healthy relationship with team members. Leaders with this style give minimum guidance to subordinates and believe to control less to achieve natural objectives. It is believed that people work more effectively when they are left alone to respond to their responsibilities and obligations with their own ways (Northouse, b2011).    

Pros and Cons of Laissez-Faire Leadership

Laissez-faire leadership is quite effective in the situation where the project or plan includes highly skilled people. The people with enough motivation and capability can work under this type of leadership more effectively. It is free approach that provides environment to think and do without any fear.  On the other hand, this leadership style is not applicable in situations where people are with lack of knowledge or experience for the completion of any task (Northouse, 2011). If any leader applies laissez-faire leadership with such team member then the project will surely go off-the track and deadline can be missed as well.  

Leadership Styles Matrix

Leadership Style	Description of Leadership Style	Pros of Leadership Style	Cons of Leadership Style
Transformational Leadership	Leadership style in which leader is more devoted towards followers to give and take best output from both of sides (Bertocci, 2009).	This leadership model creates an enthusiastic working environment which develops self motivation among followers. Through such self motivation some followers will become future leaders.	This leadership style is totally based on leader’s characteristics which can sometimes develop a risky situation in success of the plan.
Transactional Leadership	This type of leaders focuses on followers’ motivation with rewards or punishments.	This method is best to motivate team members towards a particular part of the work.	In this method, followers only do whatever leader say which stops their thinning out of the box (Ricketson, 2008).
Autocratic Leadership	This is the traditional form of leadership in which all power to take decisions in the part of the leader. There is very little room for followers’ suggestion on any topic.	At the time of stress, Autocratic leadership is the most suitable way to face. This leadership style is used by the military and other urgent circumstances.	This leadership style consists one way communication which becomes frustrated for followers. Also, it develops the environment of fear for followers which are quite negative aspect (Hood, 2007).
Bureaucratic Leadership	It is the style that works with some guidelines or rules. Leaders in this style wants that their followers must follow the rules that is prescribed in book of management.	This style is used in risky situations or where large sums of money are involved. Also, it is effective style where routine work is involved such as manufacturing.	The drawback of this style if that it is ineffective in organizations where people work with flexibility, innovation and creativity (Gray, 2004).
Charismatic Leadership	It is a leadership style in which leaders are work of enthusiast people. It is quite similar in transformational style. But, charismatic leaders focus on themselves and don’t want to make any change in process.	This leadership contains great responsibility and includes a long term commitment from leaders.	In this leadership style, leader more believes in themselves which can develop a problematic situation if leader leave the project or organization (Sousa, 2003).
Democratic/Participative Leadership	It is the most communicative form of leadership in which leaders give importance to team members’ ideas and suggestion. But, the last decision is taken by the leader only.	This type of leadership style facilitates highly productive workforce with provision of job satisfaction.  It also helps to develop team members’ skill with the involvement in the decision making process.	Due to involvement of all team members, the process of decision making takes huge time which can affect the whole plan quite effectively (Rothwell, 2011).
Task-Oriented Leadership	These leaders are focused on getting the job done with the assessment of proper structure in place, organize, and monitor work.	Task-orientation style of leader facilitates timely work done by the team because team member may become lean sometimes at the workplace.	These leaders don’t think of team members’ skill or personal development which may develop a feeling of dissatisfaction among team members (Arnold, 2008).

References

Arnold, G.E. (2008). Examining the Relationship Between Leadership Style and Project Success in Virtual Projects. USA: ProQuest.

Bertocci, D.I. (2009). Leadership in Organizations: There is a Difference Between Leaders and Managers. USA: University Press of America.

Gray, D. (2004). Public Services (uniformed). Heinemann.

Hood, J.D. (2007). Transformational and Transactional Leadership Styles: An Exploratory Investigation of Traditional and Nontraditional Student Perceptions. USA: ProQuest.

Northouse, P.G. (2011). Introduction to Leadership: Concepts and Practice. London: SAGE.

Ricketson, R.S. (2008). An Exploration of the Relationship of Leadership Styles and Dimensions of Courageous Followership. USA: ProQuest.

Rothwell, J.D. (2011). In Mixed Company: Communicating in Small Groups, 8th ed.: Communicating in Small Groups and Teams. USA: Cengage Learning.

Sousa, D.A. (2003). The Leadership Brain: How to Lead Today's Schools More Effectively. Corwin Press.