Best Writer

Think of a conflict situation and use the following Restorative Questions with participants to determine if this conflict can be resolved using Restorative Practices. Remember that you can use the questions in a preinterview to determine if the parties are ready to talk about the conflict and try to resolve it. Write a 500 word summary of what happened when you used these Restorative Questions.
Restorative Questions
1. What happened?
2. How did it happen?
3.How did you act in this situation?
4. What were you thinking at the time?
5.Who do you think has been affected?
6.How or in what ways have they been affected?
7.How were you affected?
8.What do you think needs to happen next to make things right?
9.If the same situation happens again, what could you do differently?

HR
Challenge B: Leadership Development Program Plan
Overview:
4 pages (1,100 words)
At least 4 SCHOLARLY sources from peer-reviewed journal. (Any listed sources
can be used.)
APA6. (Any of the listed sources can be used.)

·
Write a 4 page plan with outline of a
first-level manager leadership program based on the leading others stage from
The Leadership Pipeline.
·
Organizations must determine how to
prepare or “grow” future leaders for all levels. The first level of
leadership is of great importance because it is the employee-facing aspect of
management. The employee-facing aspect of management is about employee
engagement. The first level of organizational leaders is the first line of
supervisors throughout the organization. This creates a worthy goal for
companies to grow quality first-line supervisors. In the flatter, modern
organization there are more first line leaders, but there are fewer paths for
them to become strategic leaders.
·
One of the most important aspects presented
in the leadership pipeline approach by Charan, Drotter, and Noel (2011) is the
time necessary for development and transition to the next level of leadership
competency. They make the point that a leader cannot transition from one stage
to the next without demonstrating a good command of the leadership competencies
for the level they want to grow out of. It is a tenant of the pipeline approach
that leaders don’t move to the next stage when they only have shaky performance
of the competencies at the previous level.
·
References
o
Charan, R., Drotter, S., and Noel, J.
(2011). The leadership pipeline: How to build the leadership powered company,
Second Edition. Jossey-Bass. Skillsoft Books BusinessPro Collection.

·
HR Challenge
o
You are an HR professional who needs to be
a strategic thinker. You must consider the enterprise-wide effects from the
decisions you make. Your plan for the leadership development program must
ensure that leaders learn and practice the skills to lead others and prepare
for the next stage of the leadership pipeline.
o
CapraTek is not yet in a position where
the company can effectively manage a broad leadership development program
through all the stages of the leadership pipeline.
o
At this time there are many leadership
roles in the organization, but there is no uniformity of qualifications for
selection. Also, there are no current polices that provide guidance or pathways
that would help aspiring employees and current supervisors or managers know how
to prepare for and compete for advancement.
o
The learning and development staff will
create the first level of a leadership development program (leading others)
that will focus on the second stage in the leadership pipeline (Charan,
Drotter, and Noel, 2011). The reasoning behind the emphasis on the first stage
is there is a need to prepare prospective first-line supervisors because they
have the greatest impact on the largest number of employees in all areas of the
organization. It is expected that two cohorts of supervisory candidates will
participate in the program during each year, with approximately 20 participants
from a broad range of occupational fields.
o
In the future, the program can be
expanded, but for now the scope of the program should serve as a pilot for a
more comprehensive program that will include all levels of the leadership
pipeline: leading others, leading leaders, functional leaders, business
leaders, group leaders, and enterprise leaders (Charan, Drotter, and Noel,
2011). As the program is developed, learners should recognize that the creation
of these types of programs often coincides with obstacles. Some of these
barriers include what part of the organization should have responsibility and
what part of the organization will be responsible for costs and participation
approval. Lastly, it is essential in
most organizations that new programs of this scope be challenged during the
review process, long before implementation. As such, seeking the active support
of one or more senior executives as program champions is something that should
be considered in this assessment.

·
o
Write a 4 page plan with outline of a
first-level manager leadership program based on the leading others stage from
the leadership pipeline:
o
Read chapters 2 and 3 from The Leadership
Pipeline.
§ Charan,
R., Drotter, S., and Noel, J. (2011). The leadership pipeline: How to build the
leadership powered company, Second Edition. Jossey-Bass. Skillsoft Books
BusinessPro Collection.

o
(500 words) Write an introduction to the
leadership development program including:
§ Explain
the theory for developing frontline leaders from scholarly sources, including
The Leadership Pipeline.
§ Provide
an example of how you would go about program development and implementation,
given the information provided above and in the text.
§ Select
2–3 activities from above for your abbreviated leader development program
activities and support their contribution to the program with references.

o
(200 words) Analyze selected parts of the
leadership development program so that concepts are integrated into how they
would support the program deployment or the employee development.
o
(150 words) Explain the rationale for your
selection of program activities.
o
(150 words) Analyze how the plan could be
expanded to include other stages of the leadership development program within
the company, according to the text and other references.

(100
words) Write a conclusion that summarizes the rationale for the leadership development
program, the highlights of the program you designed, and how the program could
be adapted in the future.

You must explicitly answer these questions in your Individual Case Analysis:
Problem identification: What are both the (a) strengths and (b) “surface level” problems of the executive team?
Analyze the problem: What are the underlying causes of these surface level problems? What specific team process and team leadership issues are contributing causes to the surface level problems? What other factors, if any, have played a role?
Action plan: If you were Barker, what actions would you take to resolve these team problems and their underlying issues? What are the strengths and weaknesses of your suggestions, how should you prioritize them, and why?
The written case analysis will be evaluated based on how well you identify and analyze problems in the case (including how thoroughly and appropriately course concepts are used in the analysis), the adequacy of and support for the recommendations made, and the identification of potential downsides to your solutions. Your arguments should be precise, logical, and supported by one or more course concepts and frameworks. Aim for depth and insight. The idea is not to touch on as many concepts as possible, but rather to articulate a focused, coherent, consistent argument around key issues. Also consider possible risks to your solutions, and how you might mitigate them. In addition, written case analyses will be judged based on the clarity and technical quality of the writing.
The analysis should not exceed 8 pages of double-spaced text in 12-point font (8 page max), not counting the cover page, with one-inch margins all around. Appendices containing relevant charts, figures, references, or other material may be included in addition to the 8 pages, if needed. You should include a cover page with your name as the first page of the document, and do not include your name elsewhere in the document.

10-15 pages

Analysis of Aly Raisman’s speech to Larry Nassar: https://olympics.nbcsports.com/2018/01/19/aly-raisman-larry-nassar/

Must include:
-Context section
-Analysis
-Evaluation of the impact the speech had on a specific audience, on policy, or on culture

Must have a clear theoretical perspective: A Feminist Approach

Must also follow the guidelines of rhetorical criticism

Question 1: How to Build a City for Women

In your opinion, based on what you viewed, what are some of the most important changes to U.S. cities that should be made? What do you think are the greatest opportunities for and challenges to making these changes in the U.S.?

Question 2: From Isolation to Inclusion: LGBTQ+ Communities in Planning & Equity Issues
Provide the name and a brief description of the three presentations that you chose. What do you think were the most important ideas included in each? Of the three presentations, which one best addresses ways to create an inclusive community? Of the three projects, which one was your favorite and why?
There are a number of presentations in this webinar. You need not watch all of them. Please choose three of the following from which you are most interested:
Thrive Montgomery Plan 2050
Planning and LGBTQ+ Spaces and Places
From Isolation to Inclusion in Historic Preservation Planning
A Black Sapphic Non-Binary Femme Planner on Her Past, Present, and Planning’s Necessary Future
The Yes Story!
Source for question 2: https://www.youtube.com/watch?v=zgssG5qpBmY&ab_channel=PlanningWebcast

HR
Challenge C: Personalized Mentoring or Coaching
Overview:
3 pages (875 words)
At least 4 SCHOLARLY sources from peer-reviewed journal. (Any listed sources
can be used.)
APA6. (Any of the listed sources can be used.)

·
For the two scenarios provided, prepare a
recommendation for mentoring or coaching for HR leadership in an INTERNAL
MEMO that is a total of 3 pages.
·
Today’s employee has different
expectations from work than employees have had in the past. Employees want
their organizations to offer extensive opportunities for growth, learning, and
advancement. In addition, employees have expectations that go beyond the
present. The vast majority of employees in the organization have aspirational
desires for career advancement. A challenge HR professionals and
learning-development staff and supervisors are experiencing is guiding
employees towards their long-term goals. Some employees aspire to become
organizational senior leaders and will likely be in roles that will prepare
them for that opportunity. Other employees want specialized tracks to success,
tracks that will move them into senior positions with responsibility over
products and programs. Another group of employees isn’t sure what they really
would like their careers to be and will benefit from exposure to different
roles and responsibilities across different disciplines in the organization.
·
Employees often have visions of their
professional future that require mentoring to achieve. Mentoring will maximize
the benefit of the experiences, learning, and development they will have while
working in your organizations. In addition to mentoring, many employees will
need coaching at different stages of their development in the organization.
Coaching may be needed for many organizational roles and activities.

·
Mentoring
o
The nature of mentoring varies, and the
type of mentoring we give depends on the needs of different employees. What
might seem an easy, quick session with one employee might turn into an
extensive engagement for another. Mentoring in organizations may be formal or
informal. Formal mentoring usually involves a group of dedicated members of the
staff willing to guide employees through professional learning they do not know
and may not understand. Formal mentoring may be administered by the learning
and development office of human resources. Some organizations have ongoing
informal mentoring that manifests based on professional affinity between a
prospective mentor and mentee. The benefits of mentoring are significant and
allow employees to learn from past experiences of their mentor. This
relationship can help encourage social confidence, support individual community
and open networks to the mentee they did not know existed.
·
Coaching
o
Organizations must be capable of
responding to performance, leadership, and other aspects of organizational life
that require attention. An activity that can help improve all these areas is
coaching. Coaching is a demanding skill that requires training and knowledge on
how to execute it and directly support the employee’s challenges. Some
challenges require more sophisticated coaching by certified coaches, but other
less demanding coaching needs are often performed by supervisors or managers.

·
HR Challenge
o
These are two individuals that are in need
of professional coaching or mentoring. Consider which approach would be most
effective for each case.
o
Joaquin aspires to become a manager in the
organization. He is currently in the very early stages of his career as a
financial management professional at CapraTek. He is struggling with
understanding what he could do to achieve his dream of becoming an executive at
the company years from now, or possibly for one of CapraTek’s competitors.

o
Steve is a Baby Boomer who had worked at
CapraTek, retired, and was offered the opportunity to return to the company
because he possessed a very specific bio-tech background that was in high
demand in the competitive landscape. Now that he is back and has made some very
significant contributions to the company’s bio-tech projects, he would like to
work in human resources, as he wants to make his new career about people.
o
The HR business partner that you support
as part of the learning and development office for CapraTek has asked you to
make a recommendation for each of the individuals above to begin a mentoring or
coaching process within the company.

·
o
For the two scenarios above, prepare a
recommendation for HR leadership in an internal memo that is 3 pages.
o
(220 words) Select and explain whether
mentoring or coaching would be the better approach to support each employee’s
professional development needs.
o
(220 words) Describe the nature of
mentoring OR coaching best practices, relevant to each individual.
o
(220 words) Evaluate the benefit to the
organization from each individual’s mentoring or coaching program.
(220
words) Develop a communication strategy to inform the direct managers and their
employees about the decision to initiate the mentoring OR coaching process.

Think of your group as the top executive team who has to report to the organization’s Board of Directors. Your job will be to provide an analysis of its current status (in terms of Corporate Strategy only, not Finance or Marketing)

Topic is Apple acquisition of the intel modems
Please do the following analysis on this topic:
1) Analysis via Synergy & “better off” tests related to the proposed strategy (2 pages)
2) Other considerations related to the proposed strategy(1 pages)

Upstream and Downstream Processing

Link here –> World Markets for Fermentation Ingredients – Reportlinker
Review

Discussion:
After reviewing the above and the attached material for this week, please
discuss three of
the bullet points below in minimum three paragraph each (550 words total)

Bioreactor design is a critical consideration in optimizing
manufacturing. Describe the components and design considerations of a
modern commercial fermenter. If you company was interested in producing
several tons of L-Glutamate from C. glutamicium each year, what kind of
bioreactor would you recommend? Explain your recommendation. In
general, what would you expect to see reported as a trend for commercial
bioreactors IF you had access to the full report
on “World Markets for Fermentation Ingredients – Reportlinker
Review”
Describe current approaches used for downstream separation and
concentration of bioreactor products. If your company is manufacturing
terpenoids from yeast in the bioreactor, what would be your choice of
separation and concentration technologies? Explain your reasoning. In
general, what would you expect to see reported as a trend for downstream
separation and concentration IF you had access to the full
report on “World Markets for Fermentation Ingredients –
Reportlinker Review”
Describe current approaches used for purification and
formulation of biological products. If your company is
manufacturing humanized antibodies from CHO cells in the
bioreactor, what would be your choice of separation and concentration
technologies? Explain your reasoning. In general, what would you
expect to see reported as a trend for antibody separation and
concentration technologies IF you had access to the full
report on “World Markets for Fermentation Ingredients –
Reportlinker Review”. If nothing, why not?
What are some of the important design criteria in process
development? Why does the relative importance of these criteria change
according to what is being produced? How would you maximize productivity
of a biomanufacturing process? Describe the relationship between purity,
yield and volume. For insulin used to manage type I diabetes, what are
current yields and purity targets? [hint: do so independent research]
What are some of the important parameters than need to be monitored
and controlled during production? What are some of the tools that can be
used to measure these parameters; what are some of the newer ones? How do
you think one can prioritize among the many parameters to be
optimized? In general, what would you expect to see reported as
a trend for monitoring equipment and process improvements IF
you had access to the full report on “World Markets for
Fermentation Ingredients – Reportlinker Review”.
Scaling up from a 1L bench-top bioreactor to a 1000L production
bioreactor can be challenging. What are some of the key technical and
financial considerations in scaling up a process? Don’t just state
the obvious- this needs information from research and readings for a good
post!

Demand
forecasts influence decision-making in capacity planning and investment and
impact Operations and Supply Chain costs. Forecasting inaccuracies have been
known to amplify costs the further you go upstream in a supply chain (a
phenomenon referred to as the Bullwhip effect). Information gathering for the
purposes of forecasting customer demand has increasingly become important in
the planning of supply chain activities. Information has also been used to predict
customer behaviour and to design new products and services for customers based
on those predictions. However, organisational practices in using customer data
have also been questioned, with a few recent scandals of data abuse emerging.
This has resulted in the UK government introducing new legislation and
guidelines regarding the collection and use of customer data.

Your task

Produce a report
which covers the following:

Provide
a brief overview of the
importance of information in supply chains highlighting the important
information flows and their uses in operations planning. (20%)

Discuss how organisations have improved
their information gathering and exchange mechanisms for
the purposes of having better forecast accuracy. (20% marks)

Discuss and analyse the ethical
considerations facing organisation in their use of customer data
to predict (and/or influence) customer behaviour and improve forecasts on
demand (30%)

Evaluate current trends in use of data
analytics and predict future practices as
government steps in to monitor the use of customer data in organisations. Will
new legislation result in a decrease of gathering and potential abuse of
customer data? (30%)

you will write a term paper titled “New Urbanism vs. Sprawl.” This paper will be based on a review of the literature focusing on arguments for and arguments against New Urbanism.

In the paper, in the first section, you will present a brief description of New Urbanism. To do this, briefly discuss what is New Urbanism and summarize key principles of New Urbanism that address sprawl (summarize key principles—do not include a list of all principles of New Urbanism)

In the second section, you will discuss critiques of sprawl presented by the advocates of New Urbanism and by other researchers who support the ideas integrated in New Urbanism,

In the third section, you will discuss critiques of New Urbanism and its shortcomings, as discussed by researchers (10 points). In the fourth section, you will present your own conclusions about strengths and weaknesses of New Urbanism in addressing the problems associated with sprawl