case study on general motors declinig sales

I need an explanation for this Business question to help me study.

Select an organization and issue with which you are familiar, define the issue, describe its impacts, research possible leadership solutions, select a solution, and explain why you selected it. Describe two or more possible resolutions to the issue, and finally suggest a course of action and defend it. You may use the sources from your article reviews and book review as part of your research in support of your case, if applicable. Your case study should be 5-7 pages in length, using APA style, including a title page, in-text citations, and references.Week 4 Case Study Outline and Reference List

Leader in Action Assignment

I need help with a Management question. All explanations and answers will be used to help me learn.

Follow the five paragraph format, please double space your response, and submit the word document by clicking in the files. See the document attached which reviews the “Five Paragraph Format and Grading Rubric for Formal Writing Assignments.”

Leader in Action #1 Question:

Do you believe that men and women demonstrate different styles when leading others? If so, in what ways? Be clear and specific in your response.

Week 7 forum

I don’t know how to handle this Management question and need guidance.

View the following YouTube videos and respond to the discussion question.

“The Surprising Truth About What Motivates Us”

This is a YouTube video running a bit over ten minutes but well worth your time.

http://www.youtube.com/watch?v=u6XAPnuFjJc

Have you ever worked at a company where you have received recognition for your contributions? Was the recognition one that you appreciated or did if fall flat?

Instructions: The goal of the discussions is to have a robust, informative, and reflective interaction about course topics. Learning is directly related to effort put forth toward discussion engagement and participation. In order to encourage active and quality participation that adds value and increases learning, the grade you earn will be higher as your participation and quality of content increases.

How do internal and external factors impact HR?

I’m working on a Management question and need guidance to help me study.

Hi! Please assist with the two following discussion questions:

Discussion One: Describe each of the following questions below to include two supporting in-text citations for each question from the course resources provided:

a) What internal and external factors have influenced the Human Resource Management function over the past ten years toward serving in the role of a strategic partner or leader in the organization? Discuss some positive and negative contextual influences that will continue to impact the HR function from today forward. (include two supporting in-text citations)

b) Explain what it means to be an effective HR strategic business partner. Why is it important for HR to be involved in all aspects of the strategic planning process? Discuss one example of a human resource management strategy that supports an organizational strategy. (include two supporting in-text citations)

c) What factors could be holding HR professionals back from serving in the strategic HR role? Share some ideas or strategies for enabling HR to be more successful toward working in a strategic capacity. (include two supporting in-text citations)

Be sure in text citation is APA format and included on the reference page.

Discussion Two: Application: Read the case study about the organization Human Solution Software, Inc. (HSS) in the module do the following:

Write a memo to the CEO of HSS in justifying HR’s role in drafting a strategic plan. The report should be written using language the CEO will understand and can relate. The document should be complete enough to convince the CEO of the importance of the HR function being part of the strategic plan at HSS.

Include at least three in text references from the course resources provided to support the memo

discussion and two replies

I don’t know how to handle this Marketing question and need guidance.

Counselors strive to create an environment where their clients feel comfortable and safe to discuss their issues. Taking into consideration how culture impacts the ability to build a trusting relationship, what are three factors or specific aspects of diversity that counselors should consider when working with clients from a different culture, who are of a different gender than you, or who are LGBT? Comment on two of your peers’ considerations that are different from the ones you discussed.

reply 1:
Jamie Blackwell

The first consideration a counselor must make when working with clients from differing cultures is to be self-aware of their own beliefs and cultural attitudes. Our text states that the single greatest predictor of treatment success is the relationship between the client and counselor (Capuzzi 2020). The best way the counselor can build this relationship is by being a culturally skilled counselor. “A culturally skilled counselor believes, understands and integrates their self-awareness of racism, sexism and poverty” (Capuzzi 2020). The counselor must always address the whole client and be mindful that everyone’s life experiences and cultural backgrounds are very different. Effective counseling must reflect the client’s specific culture. The sex of your patient will influence the client/counselor relationship and their treatment plan in a number of different ways. Treating a male patient can be very different than treating a female based on their life experiences. A female client may prefer to work with a female counselor only due to past sexual abuse or domestic violence. It may take men longer before they are comfortable talking about their emotions and counselors may be met with resistance if they push too soon (Capuzzi 2020). When working with members of the LGBTQ community it is important for the counselor to be aware of the societal rumors surrounding this group, such as they can choose their genders and sexual identity (Capuzzi 2020). There are many considerations to keep in mind specific to this community. Our text states that when making a treatment plan for a member of the LGBTQ community, the following factors must be considered: life stage, coming out process, support available, current and past relationships, degree of comfort with sexual identity and issues related to career, finances and health (Capuzzi 2020). Whatever the client’s background and cultural identity may be, it is up to the counselor to be culturally competent and adjust the treatment plan accordingly. The relationship built between the client and the counselor is critical to their success.

Source

Capuzzi D., Stauffer M. D. (2020) Foundations of Addictions Counseling. 4th edition. Pearson Education


reply 2:
Frederica Qamar

It is extremely important that I understand how culture impacts my ability to build a trusting relationship with my client. “Culturally skilled counselors, believe, understand, and integrate their self-awareness of racism, sexism, and poverty (Capuzzi & Stauffer, 2020).” Prejudices, biases and privilege, or lack of privilege, has enormous influence in our lives. I need to build cultural humility. “Cultural humility is the ability to maintain an interpersonal perspective that is other-oriented in relation to aspects of cultural identity that are most important to the client (Hook, et al., 2016).” “The relationship between client and counselor is critical (Florentine & Hillhouse, 1999).”

While reading the chapters for this assignment, I had to become self-aware. I had to ask myself questions and get honest with myself. I asked myself: If a mother admits to neglecting her children, will I be empathetic? If a man admits to abusing his children, will I be empathetic? If a woman leaves her husband for a woman, will I be empathetic? If a person of color mistrusts me because I am white, will I be empathetic? If a client wants to be referred to as “they,” will I make sure I do that? Can I call a person “he” if he presents as a woman to me? I need to be hyper-sensitive to my past biases and eliminate them from my thinking.

Having a diverse group of individuals is the norm. I need to be aware of each person’s social, psychological and biological differences. For example, a woman can carry shame if she is a mother. She may not have had the support of her family because she “left” her children to go to treatment. A man could feel shameful for being unemployed and not providing for his family. A bisexual client could feel misunderstood and be angry that people think they are “confused.” A transgender client may have been socially outcast even in the immediate family. A person of color could feel very angry at the oppression and lack of fair treatment. “Counselors advocate for the elimination of biases, prejudices and discrimination in our culture. (Arrendond & Toporek, 1996).” It is my job to be the change in the world. Being self-aware and asking myself serious questions about my own biases is where that will start.

Psychologically there are differences in clients. Women may be more prone to depression and anxiety, men may be more prone to aggression and violence. LGBTQ clients may be more prone to suicidal ideation. Biologically there are differences as well. The health concerns that each group faces are unique.

Treatment programs often have co-ed group therapy. We are all aware that many women have experienced sexual assault. Women have been able to discuss this more and more. They may not feel comfortable talking about it in front of men. Men, however, have not been talking about sexual assaults against them. Perhaps they feel too ashamed and have a fear of being shunned. Since men usually use substances to suppress feelings, treatment may be overwhelming. Those who identify as being in the LGBTQ community, have endured tremendous harassment and may feel untrusting to their peers in treatment. I need to acknowledge the strength and courage each client has.

The authors of our textbook said that women may not be suited for Alcoholics Anonymous (AA) because they have to admit their powerlessness, and because of their lack of power in society, this may inhibit them (Capuzzi & Stauffer, 2020). I completely disagree with this. Powerlessness is about the substance. In AA we admit we are powerless over alcohol and that our lives have become unmanageable. The authors are showing their bias by saying this. I do, however, agree with the authors when they say that mixed groups may be hard for women to open up in.

Each client’s culture needs to be understood. I need to educate myself. I need to learn everything I can about others and myself. It is vital, that if I am going to be effective as a counselor, that I learn about cultures and the impact they have in a person’s life and on our trusting relationship as counselor-client.

References:

Arrendondo, P., Toporek, R., Brown, S. P., Jones, J., Locke, D. C., Sanchez, J., & Stradler, H. (1996).

Capuzzi D., Stauffer M. D. (2020) Foundations of Addictions Counseling. 4th edition. Pearson Education.

Florentine, Robert, & Hillhouse, Maureen, P., Drug Treatment Effectiveness and Client-Counselor Empathy: Exploring the Effects of Gender and Ethnic Congruency. First published January 1, 1999. Sage Journals

Hook, J. N., Watkins, C. E., Davis, D. E., Owen, J., Tongeren, D. R., & Ramos, M. J., (2016). Cultural Humility in Psychotherapy supervision. American Journal of Psychotherapy, 70(2), 149-166.

Chapter Case 6-2: Schwinn: Could the Story Have Been Different?

Help me study for my Marketing class. I’m stuck and don’t understand.

WD-40 Company1

Founded in 1953, WD-40 is a well-managed and efficiently run company. The vast majority of its revenue that exceeds $380 million is based on the original WD-40 formula. The company also provides a number of related consumer and industrial cleaning products, such as Lava soap and X-14 mildew stain remover. The company’s products are sold in 188 countries, generating 60 percent of sales from the global market.

The company has built a strong, trusted brand and there are few (if any) substitutes for the original secret formula. The product commands a premium price. Loyal fans of the WD-40 product proudly show more than 2000 uses for the product on their own website (http://www.mywd40.com). The company has also demonstrated the ability to leverage a single formula by developing multiple product line extensions.

The company consistently generates double-digit returns on capital and equity. Moreover, the WD-40 Company has handily outperformed the S&P 500 over the past 15 years. For the future, however, the most significant risk for WD-40 may be a limited growth runway. Can the WD-40 brand continue to drive revenue growth?

1Todd Wenning, “Seeking Small-Cap Moats: WD-40 Company,” Morningstar Inc., June 25, 2014, pp. 1–4. Accessed at http://www.morningstar.com on February 28, 2015.


1.Suggest marketing strategies that WD-40 might follow to propel revenue growth in the global business-to-business market.

Schwinn: Could the Story Have Been Different?1

At its peak, Schwinn had more than 2000 U.S. employees, produced hundreds of thousands of bicycles in five factories, and held 20 percent of the market. Today, however, Schwinn no longer exists as an operating company. The firm, founded in 1895, declared bankruptcy in 1992 and closed its last factory one year later. The Schwinn name is now owned by a Canada-based firm and all of the bikes are manufactured in Asia.

Harold L. Sirkin, a senior vice president at the Boston Consulting Group, argues that Schwinn’s story could have been different. He outlines two alternative pathways that might have provided a happier ending to the Schwinn story.

Alternative Reality One: Aim High

Under this scenario, Schwinn decided to center on midrange and premium segments of the market, leaving low-end bicycles for competitors. However, the firm determined that it could substantially reduce costs by turning to low-cost partners in rapidly developing economies for labor-intensive parts. Schwinn interviewed hundreds of potential suppliers and locked the best ones into long-term contracts. Schwinn then reconfigured its operations to perform final assembly and quality inspection in the United States. Still, the changes forced Schwinn to make some painful choices—nearly 30 percent of the workforce was laid off. However, such moves allowed Schwinn to produce bikes at half the previous cost, maintain a significant position in the midrange bicycle market, and leverage its product design capabilities to build a strong position for its brand in the high-end market. As a result, Schwinn is extremely competitive in the U.S. market and is a major exporter of premium bikes to China and Europe. Because of this growth, Schwinn now employs twice as many people in the United States as it did before outsourcing began.

Alternative Reality Two: If You Can’t Beat Them, Join Them

Schwinn went on the offensive and moved as quickly as possible to open its own factory in China. By bringing its own manufacturing techniques and by training employees in China, Schwinn was able to achieve high quality and a much lower cost. However, the decision meant that 70 percent of Schwinn’s U.S. workers would lose their jobs. But Schwinn kept expanding its China operations and soon started selling bicycles in the Chinese market—not only at the low end but also to the high-end, luxury segment—leveraging its brand name. Schwinn then extended its global operations and reach by adding new facilities in eastern Europe and Brazil. The company has sold over 500,000 bikes in new markets and now has more employees in the United States than it did before deciding to expand into international markets.

1Harold L. Sirkin, “Don’t Be a Schwinn,” BCG/Perspectives, The Boston Consulting Group, Inc., January 2005, accessed at http://www.bcg.com.


2.By facing fierce competition from low-cost rivals, many business-to-business firms in the United States and Europe face a situation today similar to Schwinn’s. What lessons can they draw from the Schwinn story? How can they strengthen their competitive position?

answer 2 queasiness

Perception or Motivation Concepts (2 choose 1)

I’m trying to learn for my Management class and I’m stuck. Can you help?

Option A:

Reflect on the perception activity (the slides that contained images and videos illustrating perceptual distortions and biases) and what you learned in the reading regarding perceptual errors and biases.

  • From your perspective, discuss at least three take-aways (implications) from this information. [up to 25 points per take-away]
  • In your opinion, how can you use this information in your work life and your everyday life? Explain. [up to 25 points]

Option B:

Reflect on the video you watched, “The Surprising Truth About What Motivates Us” included here (Links to an external site.)

  • From your perspective, discuss at least three take-aways (implications) from this information. [up to 25 points per take-away]
  • From your perspective, what points did you find particularly valuable and/or insightful? Explain. [up to 15 points]
  • From your perspective, were there any points with which you did not agree? Explain. [up to 10 points]


Fin-341-5c-77

I’m stuck on a Accounting question and need an explanation.

The Week 5 Case Study Assignment is the fourth of a series of analytical tasks, spanning several weeks. Your task involves an analysis of general economic conditions or systematic risk, i.e., the risk that affects all industries and companies, in the U.S. macroeconomy. Your goal is to determine in percentage terms an optimal allocation of $1,000,000 among the following three asset classes: U.S. equities, U.S. Treasury bonds, and cash. In Week 5, submit a combined analysis of your allocation among the three asset classes. Combine your analysis from the previous three weeks into one final paper and include a conclusion summarizing your findings over the course of the 4-week project.

Write a 1 to 2-page paper providing your analysis of the asset classes’ prospects and your justification of your allocation of monies among them.

BP CALCULATION excel

I’m working on a Excel exercise and need support.

PLEASE HELP FIGURE UPCOMING TRANSACTION TO KNOW RIGHT ANSWER. HELP TOO TO KNOW HOW/WHAT TO TYPE IN THE SECTION “G” WHILE CALCULATING TO SHOW HOW THE NUMBER BEEN GOT ANSWERED TO ADD IN THE COLUMN. “EXCEL SOLUTION FOR EXP: D23-D31…ETC” BUT ALSO HELP WITH SHOWING HOW BEEN CALCULATED

“Attached file that need to continue on the upcoming under and to know well on how been gone over the first ones.”

TRANSACTION NEED TO COMPLETE ON:

  1. The month of May. A person walks in and withdraws $2MM out of the DDA-1 account. Remember, you must process this and all other transactions for May (Loan Payments).
  2. The month of June. A person walks in and borrows $500,000 at 7% for 3 years and deposits the funds into a DDA-2 account. Remember, you must process this and all other transactions for June (Loan

you will need to respond to two classmates about their response.

I’m studying for my Management class and need an explanation.

student 1

Olivia Boyer

Manage Discussion Entry

Overall Zappos has great values and really knows how to run a company and make it thrive. Within the video it talked about how they all work great together because they are on the same page and have most of the same values (Ruiz, 2015). When companies employees work on the same values and some of the same morals the company will thrive. Without employees that try to work together and see from each others point of views it just will not work well. I wonder how it would work if they hire someone who doesn’t follow their values. Within the text it talks about how some people within a company resist change because they are use to current ways and don’t want change (Robbins & Coulter, 2018). Also I wonder how employees would adjust to new values if Zappos thought their current ones would not work out in the future. Another thing the text talks about in chapter six is how you have to adjust to new things going on in the world (Robbins & Coulter, 2018). On another note I really enjoyed the video and learning how their company works and seeing the employees views on it as well. I believe it is always good to hear what the employees have to say about the company they work for.

Source:

Ruiz, S. (2015, April 16). Zappos Company Culture. Retrieved June 20, 2020, fromZappos Company Culture (Links to an external site.)Zappos Company Culture

Robbins, S. P., & Coulter, M. K. (2018). Management (14th ed.). Amsterdam: Pearson.

student 2

Jeffrey Bear

Manage Discussion Entry

When I watched the video over Zappos company culture I realized what organizational culture means and why companies strive to have a strong organizational culture. In the first few minutes of the video, an employee says ahe had an opportunity to steal some fund from the cash register, but she didn’t. In fact, the strong organizational culture reinforced her action to not steal from the company. She goes on to say that the company influences her even when she is not at work. In the text Robbins (2018) defines organizational culture as “the shared values, principles, traditions, and way of doing things that influence organizational members act and that distinguish the organization from other organizations” (Robbins, Coulter, Martoccio, Long, 2018, p88). By having a strong organizational culture, you can motivate employees to have the same values as your company and create a culture that spread outside of the company. When you are employed at a job you are essentially a representative of the business and any action you commit will reflect for good or worse on the company. Companies take organizational culture very seriously, and today this is truer than ever. For example, from fox23 news a story of a man named Robert Larkin confronted his neighbor over a “Black Lives Matter” dispute and a viral video surfaced of the man which consequently got him fired from his job (Cox Media Group National Content Desk, 2020). The man got fired for going against the company’s strong organizational culture.

Sources:

Cox Media Group National Content Desk. (2020, June 15). Husband of CEO who confronted man writing BLM slogan on own property loses job over video. Retrieved from fox23.com: https://www.fox23.com/news/trending/woman-apologiz…

Robbins, S. P., Coulter, M., Martoccio, J. J., & Long, L. K. (2018). Management. New York, NY: Pearson.

22 hours ago

seen

Follow-up posts should be a minimum of 100 words and supported with outside sources where appropriate. Posts like “I agree” or “great post” will not receive credit. Follow-up posts should be designed to continue the conversation BY ADDING A THOUGHT FROM THE TEXTBOOK. A great way to do that is by asking questions for clarification or sharing an example.

you will need to respond to two classmates about their response.

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