PLEASE HELP! PLEASE HELP! The paper is to demonstrate how 3, maybe 4, course top
ID: 361657 • Letter: P
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PLEASE HELP! PLEASE HELP!
The paper is to demonstrate how 3, maybe 4, course topics would influence a career in CRM. This paper is only a five page analysis of the 3-4 course topics to your profession.I need help writing this paper for Operation Management. Thank you!
What this paper is and is not
It is your research into a career or profession within an industry that interests you; it is to project what you learn in this class into your potential career. It is not a case study about a product, company, or service and it is not a regurgitation of specific chapters we've studied. It is also not a detailed job description or what a typical day is like for someone in a job.
Consider the requirements and job description of the career you are considering and investigate what a typical daily or weekly routine might look like. Pick one topic and typical job activities (see Possible Topics beginning on page 7). Then add various subjects we've studied from this book that apply to your topic.
Think about answering the question: "How would I use knowledge of _________ in my career?" where the underscore becomes inventory, scheduling, capacity planning, supply chain, lean management, or any of the other subjects we've covered in class.
Required Content of the final document
All papers on any subject will include the following (in sequence):
· Title
o Report Name / Title / Topic
o Name
o Semester / Course / Section
o Date
· Introduction : This is the first section of your paper; it must state the primary issues and opportunities in this domain's operations management that you are going to address.
· Detailed Content (1,400 words): A sample list of available topics are provided beginning on page 7; feel free to organize the sequence of content sections to best represent your research. You may find that you need to add a section not listed below which is fine; you will most certainly not be able to answer all topics within the three page maximum, so select the two to four topics that interest you or that surprised you as you did your research.
o This is your report of your research; organize it so that it professionally supports your interests as well as the issues and opportunities from the first section
o This is not a case study about that the company sells or the services it provides. Do not include many examples for any topic; instead, provide a thorough discussion in place of 2 or 3 examples.
o Use terms and concepts acquired from this course to explain your research
o These two-three pages do not include tables, diagrams, pictures or graphs; these can be put in with the text or in an optional appendix
o Include citations for your references
o If you have connections with someone working in that industry or profession in a management or supervisory role, you can interview them and include up to five hundred words summarizing your interview as part of this content section.
o Use section headings that identify each topic to clarify the report
· Conclusion (one hundred to two hundred words): A single paragraph explaining how this course should have helped you confirm or change your career interests and how it should have helped you be a better professional.
· Citations / References / Bibliography: optional. This is a very short research paper - you may find original articles on these topics from quality sources. Many career application papers do not need citations, so this is included should you need to select and cite a reference:
o Use sources such as industry periodicals, academic journals (although most will be too complex for purposes of this report), and professional organizations (APICS, PMI, ISM, etc.).
o Do not use publicly edited sources such as Wikipedia, Investopedia, Business Dictionary, About.com, etc.
o Do not cite search engines as sources (Google, Bing, Diva-Portal, etc.) unless you are using information from their site and not one they link to
o Do not use vendor white papers, consultant reports, and social media or news companies
· Appendix: optional. You may add an appendix for a particularly compelling table, diagram or flow chart if this adds to your report. Tables or charts anywhere in the paper (in the report body or appendix) must be labeled and referenced in the report body.
This report should have a total of four to five pages (including the title pg, citations and appendices). Focus on doing some good research to discover the value and challenges of operations management using the terms and concepts from this class. Also, note in the grading section how much weight is given to quality written communications, so be sure to proof read and edit your paper well.
Submission
Format
This does not have to be formally formatted (such as APA or MLA), but it should be neat; therefore follow these guidelines:
· Font: Times New Roman
· Font size: 12 pt
· Single spaced
· Page size: Letter
· Orientation: Portrait
· Margin: top: 1"; bottom: 1"; left: 1"; right: 1"
· Header: Report Name
· Footer: Page Number
This is to be your research and your work.
Grammar and Style
You were taught how to write good papers in your previous schooling; college is the place to demonstrate what you learned. This is a professional, albeit short, business writing assignment; use a formal tone versus a casual conversational tone.
Consider completing the paper a few days early, let it sit 1 day, then diligently read it out- loud from start to finish to find and correct issues before submission. The grading rubric (on page 6) assigns a significant value to the paper's format and writing style. Beware of the following typical issues that will impact your grade:
· Include terms and concepts from class where needed
Do:
· Words and phrases
o Correct spelling: do not select the wrong word (ex: "date" and "data", "affect" and "effect", "occur" and "incur", "paste" vs "paced")
o Correct grammar
o Correct punctuation, use of plurals and contractions
o Validate homonyms ("lead" vs "led", "manufactures" vs. "manufacturers",
two / to / too, "weather" and "whether", "moral" vs. "morale", etc.)
o Use proper capitalization
o Use consistent hyphenation: non-profit or nonprofit
o Correct use of possessives and contractions
o Use the correct verb tense
· Proper sentences and paragraphs
o Sentence structure: each has at least a noun and verb
o Paragraph structure: one paragraph has only one thought or subject
o Use the "active" voice when writing sentences
o Use the third person style of writing (avoid "I", "we", "me", "you", etc.)
· Include section headings and subheadings
· Introductory phrases should be used sparingly; but if used, include the proper punctuation
· Briefly explain technical jargon unique to the industry, company, or technique
· If you make citations, know how and when to make proper citations
Do not:
· Colloquialisms, slang, idioms, casual terms, redundant terms
o Examples include "things", "now a days", "a huge deal", "lightning speed", "pretty much", "very critical", "this is key to...", "pros and cons"
· Avoid words beyond normal language skills such as nonmaleficence, non-malfeasance, and nonmalevolence
· Use too many adjectives and adverbs
o Examples are "very essentially", "specifically precise"
· Change verb tenses within a sentence or paragraph unless needed
· Use of rhetorical phrases and questions
· Use of an abbreviation before or without its explanation
· Sentences
o Incomplete, run on, or complex sentences
o Ideas that are unexplained or vague
o Sentences with introductory phrases ("Since the medieval times, ....."). However, if one is used, the phrase should be followed by a comma as in this example:
For it to be effective, it has to include a test methodology for validating its efficiency.
o Sentences that don't say anything or that state the obvious; examples (these came from actual student papers):
§ "A manufacturing company is not a manufacturing company without a product to manufacture. "
§ "Location is key when setting up a location to manufacture products."
§ "Inventory is needed because manufacturing makes products for sale."
A note to non-English speaking students
English is a very difficult language to master. However, at this point in your education, you should be able to complete the assignment. Based on my experience, please consider having an English speaker proofread it for you. I do factor in an appropriate consideration for differences in language, but proper word choice and basic sentence and paragraph structure is required.
Draft Outline
The draft outline should only be the outline of your paper. It includes:
· Title
· Section headings for each section you will include in your final paper (such as Introduction, Inventory, Security, and Scheduling).
You may include drafts of sections or portions of sections if you have made progress in that area. Although submitted content will not be graded, I will give some feedback to help you.
Final Submission
The following rubric will be used to grade your work:
Possible Topics
The topics for the paper are in bold and underlined:
· You pick one closest to your career interests
· If you don't see something you like in this list, you may pick something else based on your interests. The topic should be either your career interest or your professional interest (generally: professions are areas that you could be certified in such as accounting, finance, supply chain, IT, etc. whereas careers are typically related to industries such as aeronautical, pharmaceutical, cosmetic, education, etc.). Please see me before submitting your topic selection (Draft Outline) so I can review and approve your idea.
The bullet list under each topic includes suggestions of the types of job activities that may be a part of such a career.
· Note that you can add and remove any job activities that you see fit. Since this is a short paper, you are only expected to include two to four job activities.
· As stated above, you can interview an active professional in a management or supervisory role as part of your content (up to five hundred words). This would be considered as one of the two to four "job activities" for your topic.
· Do not waste your time and word count on repeating what's in our text or slides. Think about what you've learned from this course and how your selected job activities could be used to help you in your career. Shallow substance and/or minimal content, terms and concepts will harm that portion of your score.
Information Technology Infrastructure
Examples: HW, OS, NW, database, facilities, cloud, ITIL, security
Typical job activities might be:
· Security (Personnel, software, NW, encryption, testing & verification)
· Physical security (doors, docks, personnel, contractors, fire, chemical / biological, disaster, etc.)
· Disaster Recovery and Backup (software vendors, typical approaches to the process, testing)
· Applications (similarities and differences by type of application, processing schedule, minor and major upgrades)
· Documentation Management (business documents, source code control, content management)
· Change Control (process and tools)
Information Technology Business Applications
Examples: ERP, SCM, CRM, gaming, education
Typical job activities might be:
· Security (Personnel, software, NW, encryption, testing & verification)
· Software vendor selection methods
· Disaster Recovery and Backup (software vendors, typical approaches to the process, testing)
· Documentation Management (business documents, source code control, content management)
· Change Control (process and tools)
· Performance Management
· Agile methodology
Consumer Service Industries
Examples: package delivery, automobile maintenance, personal care, government agency, restaurant, etc.
Typical job activities might be:
· Service Level Agreements
· Value Proposition
· Quality measurement
· Job Design
· Procurement
· Scheduling
· Lean management
Industrial Service Industries
Examples: landscaping, machine repair, commercial design, architecture, etc.
Typical job activities might be:
· Service Level Agreements
· Value Proposition
· Quality measurement
· Job Design
· Procurement
· Scheduling
· Lean management
Banking, Insurance, Finance
Examples: payroll, accounting, audit, CPA, CFP, etc.
Typical job activities might be:
· Security
· Service Level Agreements
· Value Proposition
· Quality measurement
· Service provider's liability management
· Lean management
Manufacturing
Examples: pharmaceuticals, airplanes, frozen food, cosmetics, computers, etc.
Typical job activities might be:
· Where to locate and what to produce / inventory
· Facility layout
· Logistics
· Reverse logistics
· Customer influences (demand and its variability)
· Scheduling
· Capacity
Non-profit
Examples: governmental, religious, community service, health clinics, etc.
Typical job activities might be:
· Mission statements
· Service Level Agreements
· Lean processing
· Quality measurement
· Job Design
· Risk management
· Project Management
· Logistics
Healthcare
Examples: hospital, medical office, nursing home, dental, pharmaceuticals, etc.
Typical job activities might be:
· Regulatory reporting
· Staff performance
· Outcome analysis
· HIPPA and data security
· Healthcare Information Management Systems
· Facility management
· Process and quality improvement
· Logistics and supply chain
· Pharmacology
Explanation / Answer
LEARNING AND DEVELOPMENT
STUDENT’S NAME
STUDENT’S COLLEGE
INTRODUCTION:
Globalization has made the world a smaller place and people from around the world now interact with one other in a much easier and swift fashion. This interaction and sharing of ideas has also led to the sharing of knowledge in a seamless manner which can enrich the personal learning and development of each individual as a professional. All these aspects of learning can be put into several perspectives which have been done in this article. The different aspects talk about how differently the elements in our life can influence us so that we can have an efficient learning experience throughout our life. The different perspectives take into account the organizational structure in which we work and also the local effects of our surroundings. The importance of critical reflective analysis has also been highlighted throughout the article. Several approaches can be implemented for the successful learning and development; few of them have been highlighted in this article. All these aspects will be dealt in greater detail in the coming sections of this article(Lee, 2012).
BODY
Professional identity is an important aspect of any person in order to shape his or her future. In our professional career we generally devote most of our time and energy in our work throughout the day; therefore it is extremely important to understand one’s identity and capabilities. Every profession demands certain types of skill sets and either one has those skill sets and ability innately within them or needs to work towards gaining them. Most people start their career with certain ambitions without knowing about their actual ability and passion in life. This may land them up ion jobs or profession which is a complete misfit for their identity and personality. This not hurts the career of the concerned person but also reduces the productivity of the person. If the person had been able to involve in more productive occupation it would have polished his desirable skill sets in a more advantageous manner and thereby would have been able to achieve greater success in life. Organizations also spend a lot for the successful training and induction of individuals and developing them into professionals. Because of this wrong job identity alignment there may be situations wherein the organization’s investment goes in vain. Therefore it is extremely essential that every individual makes a sincere attempt to identify his or her professional identity and align his education, career, etc. accordingly. This will give a higher job satisfaction for the individual and also more liberty to experiment with the skill sets that he develops. Professional identity therefore is an integral part of any learning and development process. It may act as the stepping stone to further the knowledge and experience of any professional(Knapp, 2010).
The learning and development of a professional is ultimately directed towards the greater good of the business or organization of a professional. The motive for any organization to exist is to increase the wealth of the shareholder and therefore ultimately any professional development of the individual employees that take place is directed to achieve that goal. Keeping in perspective this phenomenon, every organization creates a suitable environment for its employees for the appropriate learning and development so that they can add value to their business. This is the initial premise for establishing any learning and development program or plan. Apart from that there are several polices and plans that are developed within the organization which affect the learning and development of the individuals working for the organization. These plans are a wider motive of the organization to create management leaders for the future. Every individual also joins an organization with the expectation that the company would invest in the professional development and career enhancement of his employees. Accordingly the organization also sets aside resources so that they can be used for the professional development of the employees. Therefore organization and its culture play a significant role in the professional development and learning which is an integral part of any individual’s career. Therefore it is justified to mention that organization structure, culture and hierarchy are few of the things which deeply influence the learning process of individuals and therefore companies should strive in those initiatives to shape the career of their employees as well as the future of the organization(Fowler, 2004).
This section of the report deals with the smaller details of the organizational learning so that it can provide a detailed roadmap for the learning and development process of the individual. Learning is a subjective matter and therefore varies from person to person which needs to be taken into concern. Learning and development also differs depending on the type of profession in which the people are involved and therefore there is a strong requirement for understanding the professional identity of the person who is the intended audience for the leering and development. In this context the people who frame the development program must understand the needs of the audience and their capability to grasp the knowledge(Orekhov, 2007). Accordingly the program should be framed so that there is maximum effect of the training and development initiative and the people participating in the program can gain the most out of it. There can be course which can be taken by the participants or seminar and lectures from professors or industry experts can be organized so that it can be used for the development of the people in concern. Apart from that there can be regular feedbacks from the people with whom the person is working. The feedback should not be necessarily the senior under whom the person is working; it should be taken from every individual who has a stake with the person in concern. This thought process has led to the culture of 360 degree feedback which also involves the subordinates who work under the person. Apart from that there can be a balanced scorecard which can be established in order to judge the performance of the individuals in an organizational context(Boulding, 2002). Balanced scorecards for the performance of organizations are quite well known and have effectively increased the performance of the organizations throughout the world. This concept can also be applied for the betterment of the individual performance of employees and can also contribute towards the overall training and development of the individuals in the organization. Therefore we can look into some of these innovative techniques for the successful learning and development of an individual keeping in mind the differences that exist among each individual.
There can be several approaches for professional development and some of them may be successful for a particular individual while others may not be that much fruitful. However the effectiveness of each of the process needs to be analyzed in detail before jumping onto conclusions. The overall learning approach can be brought under several theoretical frameworks which bolster the efficacy of the process and situation. Learning and development is a strategic goal of any organization or individual and therefore should receive priority while the goal setting opportunity is taken into concern. The frameworks that should be applied for learning and development have been decided after several researches and implementation which in turn incorporates the different innovative methods that can be used for proper implementation of the training and development(Bell, 2012). However it should be kept in mind that these approaches need to be flexible and need to incorporate the individual capabilities of the person in concern. In some cases person hand holding may be required for the learning and development of an individual whereas in other case an individual may learn by simply looking at the process or being a part of it. Therefore while some come out to be high achievers others require considerable attention in order to pull them up to the similar level. The training and development approach of the organization should be such that it takes into concern all aspects of theindividual capabilities and no one is left behind in such endeavors. Therefore the approach that is being adapted for imparting learning and development plays an important role in the overall understanding of the process and designing the program(WRAY, 2007).
Any learning or development program should have a strong reflective practice which enables any individual or professional to understand the drawbacks or shortcomings in his learning approach. Accordingly the person can direct his or her efforts so that he or she can recover and improve on the weak points while still leveraging the stronger aspects of her professional identity. Reflective practice have become a common phenomenon in every learning and educational practice wherein every participant is asked to look back upon the entire learning process and give his or her ideas about where things went bad and in which sections there are ample opportunity for improvement. This is a constructive process wherein the individual grows in stature by understanding and analyzing critical aspects of his learning methods and the skills that are acquired. This is one of the integral parts of the learning and development process without which it would be incomplete. Reflection is also one of the way to understand the impact learning and development can have on the career growth of an individual. Key performance indicators and milestones can be set for closely monitoring the progress of an individual in the learning and development program which would enable us to understand that if any course correction is required or not. Therefore reflective analysis should be made a mandatory and closing aspect of any learning and development program so that it can add value to the entire learning process(Ausubel, 2009).
This report is an attempt to develop a proposal for the professional learning and development keeping in minds certain theoretical perspectives. It makes an attempt to cover all the perspectives of learning and development in a sequential manner. It talks about the different perspectives wherein a person goes through a learning process and impact the people around them. It also puts into perspective how the organizational structure and previous work experience can influence the learning process. The different approaches for learning purpose have also been explained in detail. It talks about the reflective practice in learning and how it can lead to professional learning and development. Professional development programs that have been developed throughout the world have a positive influence on the learning of professionals everywhere and the way it helps in the learning and development have been captured in this report. The different theoretical perspectives have been elaborated in detail mentioning the contribution of each perspective. At last it is justified to mention that this report makes an attempt to develop a framework for the successful analysis of learning and development of a professional through numerous perspectives which can be emulated for critical analysis of similar other academic purpose.
CONCLUSION:
This article has dealt in detail about the various aspects of learning and development which explains the step by step process of learning and development which adds value not only to the organization but also to the individual as a whole. Learning has been explained with the help of several perspectives wherein organization culture, hierarchy and other smaller details of the program can impact the overall efficacy of the process. It talks about the different perspectives wherein a person goes through a learning process and impact the people around them. It also puts into perspective how the organizational structure and previous work experience can influence the learning process. The different approaches for learning purpose have also been explained in detail. It talks about the reflective practice in learning and how it can lead to professional learning and development. This proposal for learning and development can act as a good guideline for the benefit of the development programs. At last it is justified to mention that this article made an attempt to develop a structure for the methodical analysis of the learning and development process which can be utilized for similar other academicanalysis.
Reference
Ausubel, D. P. (2009).Ego-development and the learning process. Child Development, 20(4), 173.doi:10.2307/1126228
Bell, A. (2012). El al soars from crisis to success: Top management lead learning process. Development and Learning in Organizations, 26(2), 31–33. doi:10.1108/14777281211201222
Boulding, J. (2002). Professional development. Adult Learning, 3(5), 29–29.doi:10.1177/104515959200300515
Fowler, W. (2004). Structural dimensions of the learning process in early reading. Child Development, 35(4), 1093.doi:10.2307/1126856
Knapp, R. (2010). Collective (team) learning process models: A conceptual review. Human Resource Development Review, 2(1), 121–132. doi:10.1177/1534484310371449
Lee, C. D. (2012). Conceptualizing cultural and Racialized process in learning. Human Development, 55(5-6), 348–355. doi:10.1159/000345326
Orekhov (2007).Development model entrepreneurial thinking in the learning process of managers.Uchenyezapiskiuniversitetaimeni P.F. Lesgafta, 4(24), 651–662. doi:10.5930/issn.1994-4683.2007.03.25.p47-51
WRAY, S. (2007).Supporting teacher candidates during the electronic portfolio development process. E-Learning, 4(4), 454. doi:10.2304/elea.2007.4.4.454
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