Centre for Disease Control (CDC) communication plan

Centre for Disease Control (CDC) communication plan A communication plan is a tool used to reach certain audiences by means of information channeling and dissemination. A good communication plan guides an organization in its endeavor to reach its target audience. It must give in detail the methods and timelines to be used so as to accomplish its objectives.Advertising We will write a custom term paper sample on Centre for Disease Control (CDC) communication plan specifically for you for only $16.05 $11/page Learn More It gives an organization an effective platform in which to exchange messages, ideas and information, both within and without the organization therefore, enabling it to align its strategies with its mission and objectives (Bell Smith, 1999, p. 146).The Centre for Disease Control (CDC) is charged with ensuring safety of the citizens in terms of health. It deals with diseases ranging from viral, bacterial and even nuclear related diseases. Therefore, it must have an effective tool in which informa tion is disseminated to the employees and target consumers. This paper is going to discuss the issues that affect CDC, its communication channels and ways to improve its communication. Introduction After the September 9th terrorist attack in New York, the American citizens became more afraid about their security. The Centre for Disease control (CDC) is at the heart of medical field in the United States, it’s mandate among others include, keeping track of existing communicable diseases, vaccination against certain diseases like flu, tracking and preventing bio-terrorism and containing outbreaks of diseases, in extreme cases, quarantine the affected population. Therefore, it is of importance for CDC to have a proper communication plan that will enable them to disseminate information to its audience, in this case, the general public, the hospitals under its mandate, the medical practitioners and other government agencies (Bell Smith, 1999, p. 156). The events that followed afte r the attack can only be described as life changing, since governments all over the world begun implementing strategies to counter such attacks. This communication plan is going to be affected by various factors (Bell Smith, 1999, p. 254). Some of these factors are controllable and some are not. The controllable factors include but not limited to, method of information dissemination; either through the print, electronic or social media. The method one chooses to disseminate information is at one’s peril, one has to choose a method and medium that will ensure maximum reach for maximum impact (Paul Jonathan, 2004, p.32). Other factors include the kind of information to be disseminated.Advertising Looking for term paper on business communication? Let's see if we can help you! Get your first paper with 15% OFF Learn More You want to give your audience only the relevant information and information that is going to generate positive responses in terms of p reparedness (Baldoni, 2003, p.61). As CDC, our work is in sensitive areas of health, some situations are life and death types, therefore, we only have to give information that is going to make the audience aware of a threat, but not enough to make them more afraid. For government agencies and other related institutions. We need to provide them with as much information because they are a source of help and can lend a much needed hand. Factors that are not at our control include the media reaction, public reaction and the processes of other institutions and agencies. We disseminate information with all the good intent, but we cannot control how the media will react after they get such information. We live in a free world, where the media has the freedom to choose how to air it’s views, therefore, all the CDC can do is give the required information and prepare for damage control in case of a backlash. This is only in extreme situations. In order to do proper damage control, the CDC has to equip its experts with the right information to defend its actions. This applies to the public reaction and opinion too. It is upon, us as an agency to elaborate where possible and give more information where needed. In terms of other agencies’ processes, the CDC has no control over, therefore, we can only serve to provide guidance and it’s upon the agency to use its resources to execute the plan. However, as the agency responsible for preventing, controlling phenomena and treating diseases, we have to develop an effective mechanism for communication that will ensure that no misinterpretation on miscommunication occurs. Communications Plan for the CDC The Purpose of the Plan The objective of this communication plan is to provide support to CDC’s strategic objectives and provide effective action plan for the organizational communication of the Centre for Disease Control for the next one year.Advertising We will write a custom term paper sample on Centre for Disease Control (CDC) communication plan specifically for you for only $16.05 $11/page Learn More It serves as a guiding document for all the communication that the CDC will undertake both within and without the organization’s structure in an effort to reach the American citizens, our health facilities, the security agencies, drug manufacturers and related agencies around the world (Janel, 1998, p.12). This framework will ensure that CDC will be able to contain all the threats that America faces either nuclear related, bioterrorism or the day to day outbreaks of diseases. This will also ensure that we do not lose track of other issues that we are currently dealing with such as researching on new medicines and methods of controlling disease spread (Baldoni, 2003, p.67). Targeted audiences and partners The target population or audience of the CDC in this program include the following; American population: the general population is always at risk and are the direct sufferers of an incident. Federal and State governments: The federal government is in charge of CDC and is advised in health issues by the CDC, therefore the CDC should be ready to give the federal government information so that it can rally its agencies to take action. Health practitioners: These are the people responsible for providing health care to the population. National security agencies including but not limited to the FBI, CIA, Homeland Security and Department of Defence: These are national agencies responsible for keeping external and internal threats at bay. Specific groups of stakeholder Federal and state Governments As stated above, the CDC gets its mandate from the federal government. They play an advisory role and also coordinate action on the ground. The CDC will inform the Department of Health and Human Services of the foregoing through the use of external memos, phone calls and fax. The Department of Health and Human Services requires all the i nformation from the ground, the circumstances leading to the event and what the CDC is doing to tackle the foregoing. Since it is an agency-agency communication, the head of operations on the ground will contact the head of CDC then the head of CDC will contact the person/department responsible for receiving information of such nature in the Department of Health and Human Services. This communication will be done through the use of telephone call for conveying immediate information, and then followed by a fax detailing action and casualties. Later, an inter-agency memo is going to accompany the full report of the occurrence.Advertising Looking for term paper on business communication? Let's see if we can help you! Get your first paper with 15% OFF Learn More The CDC will also use it’s centres across the country to inform the state governments on what action they need to take in order to prevent a similar occurrence or how to advice its residence. This will be done through telephone calls, fax and/or reports detailing contingency measures. American population The Centre for Disease Control’s mandate is to, as quoted from its mission statement: â€Å"Collaborating to create the expertise, information, and tools that people and communities need to protect their health – through health promotion, prevention of disease, injury and disability, and preparedness for new health threats† (CDC, 2011). This mission statement mentions communities and people. As an American agency, the community here is the general public. Therefore, this is our target group. This group needs information on how to behave in case an emergency occurs. The CDC wants to keep people as far away from the incident site as possible. In this case, if a bio-terrorist attack occurs in a subway station in New York the direct sufferers will be the subway users. The media, both electronic and print will be used, to disseminate information. CDC officials will appear in programs on television organized in a manner to ensure that there are audience to discuss issues, answer questions from the public and from the moderator. The print media will be used to feature the CDC and the information it wants to disseminate. The CDC will use this medium knowing that the American public are watching as illustrated by Nielsen’s Three Screen Report- Q1 09 A2/M2: Overall Usage Number of Users 2+ (in 000’s)- Monthly Reach 1Q09 4Q08 1Q08 % Difference Year to Year Watching TV in the House 284,574 285,313 281,106 1.2% Watching Time shifted TV 79,533 73,934 57,934 37.3% Using the Internet 163,110 161,525 158,002 3.2% Watching Video on Internet 131,102 123,195 115,970 13.0% Using Mobile Phone 230,436 228,920 219,619 4.9% M obile Subscribers Watching Video on a Mobile Phone 13,419 11,198 8,817 52.2% Source: The Nielsen Company, 2009. Secondly social media will also be used to reach the youth and the connected generation. Presentations to groups, brochures, flyers, and special events programs at town halls will also be used as follow up methods to ensure that all the population is reached. Health practitioners As stated in roman number two above, the CDC is mandated to protect the citizens from any harm that may result from health complications caused by either pathogens or poisonous substances disseminated either accidentally or otherwise. The health practitioners are responsible for providing medical remedies to infected or affected citizens. In case a nuclear disaster occurs, the CDC is mandated to advise the health centres on what medicine to give to people. Normally, the CDC publishes and distributes information on new medical discoveries, but in cases of emergencies, it will use its centres to spread the information. Alternatively, in cases where there are no centres, it will use fax and telephone calls. National security agencies including but not limited to the FBI, CIA, Homeland Security and Department of Defence These are the security apparatus responsible for ensuring the physical safety of American population. The CDC deals with issues touching on national security; therefore, it has a prerogative to disseminate relevant information to the national security organs. In this communication, the CDC will use its communications department to disseminate information to this apparatus. The use of telephone calls, fax, memos, and reports will be affected in such communications (Fearn-Banks, 2007, p. 170). Telephone calls will be used to address urgent matters such as imminent attack, reporting an incident or enquiry. Fax, memos, and reports will be used as follow ups and explaining events further. Evaluation Success of this plan will depend upon the employees of the CDC. Th e employees are the cornerstone of these communications, since they are the ones who will be responsible for executing all the actions, either information collection, entering data or even posting the materials. We will conduct an evaluation of the whole process. These are some of the parameters we will use to measure success: Media airtime allocated to CDC programs: The more time allocated, the more likely we will reach many audiences. The tone of the coverage: Did the media convey the message in a positive light or it was critical The location of the media outlet: This matters because it shows which audiences we reached and the literacy rates of the population. The more populated the location and coverage area, the more people we will reach. How many fliers were given out and how many people attended events? How many phone calls, emails, or letters did you receive after the campaign ended? All these parameters will help in measuring our reach and the impact of our campaign. Back up plan Just like any other plan, there are setbacks that can cause the whole process to collapse. As noticed, the whole plan uses conventional means of conveying information. We will initiate another round of campaigns to follow up on the previous plans. This will largely focus on the media both print and electronic in the form of features. References Baldoni, J. (2003). Great communication secrets of great leaders. New York: McGraw-Hill Professional. Bell, A., Smith, D. (1999). Management Communication. New Jersey: John Wiley Sons, Inc. CDC. (2011). Vision, Mission, Core Values, and Pledge. Retrieved from https://www.cdc.gov/about/organization/mission.htm Fearn-Banks, K. (2007).Crisis Communications: A Casebook Approach. New Jersey: Lawrence Erlbaum Associates. Janel, R. (1998). Strategic Communications for Non-profit Organization: Seven  Steps to Creating a Successful Plan. New Jersey: John Wiley and Sons. The Nielsen Company. (2009). Television, Internet and Mobile Usage in the U.S.  A2/M2 Three Screen Report. 4th Quarter 2008. Web.

Financial Rewards Are the Only Way to Gain Employee Loyalty

Financial Rewards Are the Only Way to Gain Employee Loyalty Financial rewards and incentives are the only way to gain employee loyalty because actions speak louder than words. People Like to See and Have Cash Money Let’s face this very important fact: Most people work for someone else – the owner of a business, and that business owner wants to make as much money as they possibly can off the work of their employees. This means paying them as little as humanly – not humanely – possible to make a profit. This is wrong, of course, but until we figure out, and pursue our dream, we’re pretty much going to work to fulfill someone else’s dream. And that means we have to work for what they will pay us, what the business itself is willing to pinch out of their fat wallets. Naturally, this terrible system is one-sided, a bit unfair, and employees begin to resent their employees for their greediness and lack of compensation. So people move on to other companies that will pay them more for their work and time. People need, want, like to see and have  cash money. So, therefore, financial rewards are the only way to gain employee loyalty. People are Apprehensive about Running out of Money For one, financial rewards and incentives keep employees loyal to a company because people are traditionally apprehensive about money – well, about running out of it. This goes back to the 1920s when it felt like, for some folks, money just poured in like champagne. Then the stock market crash of 1929 changed all that, the Great Depression set in – and money was never the same again. Even today in 2016, a few years after the Great Recession of 2008, people are worried about running out of money, so they work hard to find work at companies that will pay them well. Financial rewards, therefore, assure a person that the company they’re working for understands this apprehension and wants to keep the employee happy and paid well. Financial rewards – such as quarterly performance bonuses, yearly salary promotions and general monetary gifts and gift cards – are the key to keeping an employee’s loyalty, because more money is what people need and want . They’re afraid of not having enough of it, which is understandable. Actions Speak Louder than Words Secondly, financial rewards and incentives are the only way to gain employee loyalty, because actions speak louder than words. Any supervisor or boss can promise a promotion, a raise or a much-needed bonus. That may be enough to temporarily quell an employee’s apprehension at not getting paid what they want – but that certainly wears off. But until that check is given or that direct deposit made, when the employer actively demonstrates they want to keep an employee’s loyalty, the employee remains skeptical and increasingly disloyal. Actions speak louder than words. They begin to look for other jobs, better-paying jobs, at companies that do provide sufficient financial rewards and incentives. Companies have the revenue to pay their employees more money, but so many businesses fail to retain their employee’s long-time loyalty because these businesses are cheap and greedy. Employees don’t Need Emotional Support    They Need Money Lastly, a company that gives its hard-working employees well-earned financial rewards and incentives is one that will flourish and retain employees for life. Business owners know this – but they often take the path of the cheap, and exhibit extreme short-sidedness: they would rather hire younger employees who can do the same work for cheaper than pay their existing employees more for doing the work. This is how it is, unfortunately. What an employee needs, in order to retain employees long term and keep their loyalty, is to show an investment in the employee. Employees don’t need emotional support, a nicer office, better working conditions. What they need is money, cold, hard cash. People need cash in this economy. This world is getting more expensive by the second, so people want more money to add financial cushion to their lives, which is more than understandable, and companies must make this effort to retain their best employees. MONEY MAKES THE WORLD GO AROUND In conclusion, we have here, in this argumentative essay, acknowledged the greedy, exploitative nature of capitalism in America. The corporate culture is going in the wrong direction; maybe it’s always been this way. Perhaps that’s why the one-percent keep their fortunes growing. Perhaps greediness and exploitation keep the capitalistic society going – or else we’d all be the same: and that’s Socialism, Communism. That’s not American. What is American, evidently, is not paying employees what they are worth, which results in unhappy people – those who flee to other companies because these other companies pay better and offer enticing financial rewards and incentives.

International Insecurity and the Use of Force Research Paper

International Insecurity and the Use of Force - Research Paper Example The formation of the United Nations is the most notable as it was formed soon after the end of Second World War with the main objective of promoting international peace and security. Moghaddam (2010) notes that whereas all actors acknowledge the essence of international security and the importance of avoiding international insecurity, they have not agreed fully on how to achieve this noble endeavour. There is a section of international actors that argue that force should not be used at all in the pursuit of international security, or addressing international insecurity for that matter. On the other hand, there are those who argue that use of force is necessary in addressing international security. This paper focuses on international insecurity and the use of force in an attempt to understand how these two aspects are conceptualized. Influence Decisions and actions in the international arena do not occur in a vacuum; instead, they are influenced by transnational actors, public opinion s, the media, and the interest groups. This is evidenced by how these actors have influenced the use of force (or lack of its use) in addressing international insecurity, for example in the case of the United States’ invasion of Iraq and Afghanistan (Chakravorty and Neti, 2009). Events such as the Hezbollah’s attacks targeting the Israeli Embassy in Argentina, the September 11, 2001 attacks targeting symbolic locations in the United States, and the series of crises in recent times in Syria and Libya bear all the features of international insecurity. What is of more interest in this paper is how they should be responded to: should force be used or alternatives to use of force are used? Transnational actors have greatly influenced the use of force in addressing international insecurity. North Atlantic Treaty Organization (NATO) is the most notable transnational actor which has influenced the use of force in tackling the international insecurity (Yost, 2007). It was part of the United States invasion of Iraq and Afghanistan, and most recently played a key role in ousting the Libyan leader Muammar Gaddafi. However, other transnational actors such the UN Security Council have discouraged the use of force and have been advocating for the use of diplomacy (Yost, 2007). Most of the interest groups have also been against the use of force in addressing the international insecurity; for example, the American Conservative Union and Human Rights Watch have been against the use of force and argue that such use of force often lead to death of innocent people especially women and children. There has been divided public opinions regarding the use of force as a means of addressing international insecurity; there are those who are totally against it while others (especially the victims of international insecurity) consider use of force as the best strategy to tackle international insecurity (Ersen and O?zen, 2010). Just like is the case with the public opinion, med ia is divided on whether force should be used as a means of solving the problem of international security. Expected Utility Theory It is no doubt that the question of whether force should be used in addressing international insecurity is a â€Å"hot† one with opinions divided in the centre with those against it on one side and those for it on the other. Expected utility theory can be very critical in helping

Peotry questions Assignment Example | Topics and Well Written Essays - 500 words

Peotry questions - Assignment Example It is an old gunnery term which indicates the time that passes between the firing of a gun and its explosion. More specifically, it refers to early weapons which required a lit match or cord to be held, then touched to the weapon to explode the gunpowder upon command, thus literally "hanging" or "holding fire." Explain what this idiom suggests about the speaker's situation. In particular, look at the lines, "There is nothing I want to do / and too much / that has to be done," simple but eloquent lines midway through the poem. Answer: The title â€Å"Hanging Fire† symbolizes that the character in the story is just waiting for her end because of sickness and she just cannot do anything about her situation. Robert Frost, â€Å"Home Burial† (pages 1020-1023) 1. Who are the two speakers in the poem and what is the basis of their conversation? How does their physical situation (the actual setting of the poem) indicate their emotional relationship? Answer: The two speakers in the story are the husband and the wife and the basis of their conversation in the death of their son at the backyard of their house one winter time. The actual setting of the story indicates that they are having a difficulty with their relationship in relation to the death of their son. Matthew Arnold, â€Å"Dover Beach† (page 704) 1. This poem has a speaker and a listener.

Night Out On The Ritz :: essays research papers

In the short story â€Å"Babylon Revisited†, written by F.Scott Fitzgerald there are many different settings in the story. One of the main settings in the story is the bar at the beginning. The bar it self represents the jazz era, where everyone wore fancy clothes, partied all the time and tipped well. The bar is also a cold reminder how the Americans used to live in the 20’s, since they have almost no money in the 30’s. It also represents the old Charlie Wales and it serves as a reminder to the new Charlie Wales about his past. â€Å"We were sort of royalty, almost infallible, with a sort of magic around us†(89). The old Charlie Wales lived during the economic boom of the 20’s, or other wise known as the jazz era. He lived a good life. During that time, he spent a lot of time drinking and throwing away money: â€Å" he remembered thousand-franc notes given to an orchestra for playing a single number, hundred-franc notes tossed to a doorman for calling a cab†(90). Sometimes just acting childish with his friends Duncan Schaeffer and Lorraine Quarrles: â€Å"We did have such good times that crazy spring, like that night you and I stole that butcher’s tricycle†¦Ã¢â‚¬ (98). Nevertheless, he spent a lot of time in a bar called the Ritz. When he first got there, it was instinctive to give the head barman his numbers were he was staying as if it was his second home. â€Å"If you see Mr.Schaeffer, give him this†¦It’s my brother-inlaw’s address. I haven’t settled on a hotel yet†(86).   Ã‚  Ã‚  Ã‚  Ã‚  After the rolling 20’s came the economic depression of the 30’s. Everyone was affected, even the high and mighty that thought they were even royalties were affected.   Ã‚  Ã‚  Ã‚  Ã‚   Charlie Wales asked the bartender â€Å" By the way, what’s become of Claude Fessenden?† Alix lowered his voice confidentially: â€Å"He’s in Paris, but he doesn’t come here any more. Paul doesn’t allow it. He ran up a bill of thirty thousand francs, charging all his drinks, his lunches, and usually his dinner, for more than a year. And when Paul finally told him he had to pay, he gave him a bad check.†(87) When Charlie Wales first came to Paris his first stop was an old bar he used to go to, the Ritz. Much had changed since he had left. â€Å"It was not an American bar any more-he felt polite in it, and not as if he owned it†(86).

Best Snacks Problem Solution

Running head: PROBLEM SOLUTION: BEST SNACKS INC. Problem Solution: Best Snacks Inc. Taleish M. Daniels University of Phoenix Problem Solution: Best Snacks Inc. â€Å"Best Snacks, Inc. , a 150-year-old company which has been held publicly for more than 100 years, has traditionally held the number one or two positions in the snack market, providing an excellent and stable investment for stockholders. But in the past several years, Best Snacks sales have been slipping, market share has decreased and, particularly in the past two years, stock prices have taken a dive. This year, the company will finish a very weak second, and with several smaller competitors emerging as major players in the snack industry, Best Snacks is in danger of losing its long-held premier standing in the snack market,† (University of Phoenix, 2010,  ¶ 2). In addition to these issues, the employees at Best Snacks are unsettled and feeling as if management does not value their opinions and has not done a good job of promoting innovation. In order to succeed, Best Snacks must tackle the challenges of its failing product line as well as find a way to bring the internal climate with employees back to a state of resolution. Describe the Situation Issue and Opportunity Identification Best Snacks is facing a number of issues. Declining sales, complacency, and a lack of motivation within the employees due to the absence of manager support have all contributed to the current state. By taking a close look at its competitors and studying other successful organizations the leadership at Best Snacks can retain some of its previous success. Capitalizing on the new changes in leadership, Best Snacks has the opportunity to restructure their organization in a way that will foster an environment of creativity and innovation. As stated, both sales and market share at Best Snacks has seen a decline. The opportunity presented is for the leadership at Best Snacks to evaluate the organization’s current process to determine how they can keep up with the competition. A radical innovation is a significant change that simultaneously affects both the business model and the technology of a company. Radical innovations usually bring fundamental changes to the competitive environment in an industry, (Davila, Epstien, & Shelton, 2006, p. 51). Contributing to the declining sales is the fact that there have been no product or service innovations in the past five years; instead, previously successful marketing methods have been improved or extended. Successful organizations tend to become complacent and conservative in order to preserve their core competencies—those things that lead to their success. This is logical and largely advantageous in the short-term. Paradoxically, the things that led to their success could be the very things in the long-term that pull them into failure, (Davila, Epstien, & Shelton, 2006, p. 239). By designing new marketing methods that are completely different from anything that has been done before, Best snacks can return to their customer base with a fresh approach that will draw people to their products. A learning organization is an organization that purposefully designs and constructs its structure, culture, and strategy so as to enhance and maximize the potential for organizational learning (explorative and exploitative) to take place, (Jones, 2004, p. 377). Currently many employees at Best Snacks do not understand the importance of innovation and have forgotten how to develop and implement creative ideas. Most of this stems from the fact that managers do not support creativity and innovation, another issues facing Best Snacks. Employees believe that they are not supported in their ideas and independent thinking. One of the key roles of the CEO is to make innovation part of the culture of the company. The CEO needs to make certain that collaboration occurs and becomes part of the culture. Steve Jobs works this critical cultural angle at Apple by being the clear leader of innovation and pushing hard to ensure that there is effective collaboration between the technology and business folks, (Davila, Epstien, & Shelton, 2006, p. 58 & 259). The leadership at Best Snacks should use this opportunity to support and encourage organization learning, developing culture that is ripe for innovation through leading by example and pushing for employees to come up with new ideas. Stakeholder Perspectives/Ethical Dilemmas Though Best Snacks is facing a number of issues, three main stakeholder perspecti ves and ethical dilemmas have been identified. The first is between Best Snacks and the competition. Both Best Snacks and its competing businesses have a vested interest in their individual corporations. Each would like to be the number one holder of sales and market share in their industry. In their quest to be number one, it is the responsibility of each organization to utilize fair business practices, and conduct themselves with honesty and integrity. Another stakeholder perspective is the leadership of Best Snacks versus their employees. The employees at Best Snacks feel that leadership does not value their opinions and has not created an environment open for innovation and creativity. Though management sees the need for employees to develop a creative mindset, they are unsure about the best ways to utilize those skills. Both management and the employees need to be honest about what they’re needs and expectations are. Opening the door to communication will allow them to work together as a unit. Management has the responsibility to treat employees with fairness and respect, understanding that although their titles may be lower in rank, their opinions and desire to grow the organization is what will ultimately lead Best Snacks into their next phase of success. The last ethical dilemma that was identified is Best Snacks versus itself. As a corporation, Best Snacks is rightfully concerned that they are seeing a significant decrease in sales. In their quest to retain success, Best Snacks must be careful to not violate any copyright infringement laws while studying their competition and creating their own new products. Frame the â€Å"Right† Problem Best Snacks will become a leader in the snack industry once again by promoting creative and innovative learning within the organization that will inspire a new product lines and allow them to compete with the competition. Describe the â€Å"End-State† Vision Best Snacks held on to its top position in the snack industry by promoting innovation within their organization. Though the industries may vary, the characteristics of innovative organizations are often similar. Studies have shown that innovative workplaces share six cultural characteristics: context rich, customer close, confidence building, curious, challenging, and collaborative, (Daniels, 2010). Innovative organizations have leaders that cultivate creativity by allowing employees to be themselves and encouraging the development of new ideas. Brainstorming and team building activities play a large part in how these companies create, (Daniels, Watts-Holley, Mobley, & Rauschenbach, 2010). Capitalizing on these traits, Best Snacks was able to energize their employees and push for organizational learning, and team building that enabled them to create new product lines, modernize the previous products therefore maintaining their previous customer bases as well as capturing a new audience. Identify the Alternatives and Benchmarking Validatio Based on the opportunities given, three main alternatives have been identified. First, instead of promoting organizational learning, management can select a few employees for individual learning. Managers would select employees to serve on special teams. There’s team members would then go through a series of individual and group learning to implement programs within the organization. Another alternative is for previous marketing methods to be revisited in an effort to appeal to the standard customer base. Leadership at Best Snacks can attempt to capture their previous success by reconnecting with their audience through an analysis of what has worked in the past. The third alternative identified is to make no radical changes, choosing to stick with incremental or semi-radical innovation. By utilizing incremental innovation, Best Snacks can wring out as much value as possible from existing products or services without making significant changes or major investments. Semi-Radical Innovation on the other hand involves substantial change to either the business model or technology of an organization—but not to both, (Davila, Epstien, & Shelton, 2006). Evaluate the Alternatives In Table three there were two goals that were ranked at a number five. The first goal, design new marketing methods that are completely different from those of the past was chosen to stimulate creativity within the organization. Best Snacks has already spent and ample amount of time redeveloping ideas of the past and needs a fresh approach to capturing their audience. The second goal that was ranked at a number five is for the management to promote organizational wide learning. One of the reasons Best Snacks is in the position they’re in is because at some point the organization stopped learning. Management began to discourage the innovation and creativity that once the key to the company’s success. As a result, the entire team at Best Snacks; employees as well as management need to go back to square one in learning the organization, its customers and products. Narrowed List of Alternatives The best alternative chosen are to revisit the previous marketing methods to capture some of the past product success, and to implement semi-radical change. Although it is clear based on the goals that it would be best for Best Snacks to make a complete 360 degree turn around with their business structure and approach to marketing, the cost of doing so could defeat take a toll on the company’s finances due to its declining sales. As a result, it may be better for the organization to take things slow implementing only a semi-radical change program and revamping some of the previous marketing methods. Due to the fact that the organization was highly successful not too long ago, it may be worth taking a look at some of the processes that were in place during that time, examining whether or not success can be generated by reinventing the wheel as opposed to starting over completely. Identify and Assess Risks The remaining alternatives; select a few employees for individual learning and implement incremental change have been identified as having too many risks to utilize in the future plans of Best Snacks. In selecting just a few employees, the leadership does not tackle the real issue of ensuring that innovation is stimulated on an organizational wide scale. It seems that an incremental change approach is what put Best Snacks in the position that they are in now. In only considering the bottom line while ignoring the significant changes that needed to be made in the product lines and processes has cost the organization in sales. With both alternative, Best Snacks runs the likely chance that no changes will be made, leaving the organization to continue its decline. Make the Decision Best Snacks will utilize radical innovation to develop customized, strategic marketing plans for their current product lines and formulate teams within the organization to design new products. Management and employees will work together to energize not only each other but the customer with anticipation of what’s to come. Creative advertising campaigns, team building exercises, and consistent attention to employee needs by management will position Best Snacks in the upper echelon of the snack industry. Founded in 1998, Google has obtained success by being one of the most innovative internet search engines in the world. The company name, Google is in fact a play on the word â€Å"googol,† the mathematical term for a 1 followed by 100 zeros. The name reflects the immense volume of information that exists, and the scope of Google's mission: to organize the world's information and make it universally accessible and useful, (Google, 2010). With over 150 domains in different names and languages, advertising applications, and a phone, and its own internet browser, Google Chrome, the leadership and employees at Google are constantly coming up with new ideas on how to make their existing products better and challenging themselves to create new products that will speak to their consumer needs. Google’s philosophy is embedded with a number of approaches to the principles of their organization and how they will conduct business. Specifically when it comes to design the company believes: 1. Focus on people – their lives, their work, and their dreams. . Every millisecond counts. 3. Simplicity is powerful. 4. Engage beginners and attract experts. 5. Dare to innovate. 6. Design for the world. 7. Plan for today's and tomorrow's business. 8. Delight the eye without distracting the mind. 9. Be worthy of people's trust. 10. Add a human touch, (Daniels, Watts-Holley, Mobley, & Rauschenbach, 2010). In capitalizing on the success of organizations such as Google and the competing snack corporations, as well as returning their focus back to the people, Best Snack will move into the future retaining their top slot as an industry leader. Develop and Implement the Solution In order to develop and implement the solution, Best Snacks must be strategic in their next steps. To take place immediately, Elizabeth Fairchild must devise a conflict management plan for employees and managers to have better communication. In order for innovation to thrive employees must first iron out the issues they have amongst each other as well as management. Getting the problems out on the table will be the first step to opening the door to communication needed for innovation and creativity. Within the next ninety days, Sabrina McKay will develop a plan for team brainstorming. Working with Elizabeth Fairchild, a plan for organizational learning will be put into place to stimulate the employees and get them thinking about what’s next for the organization. Within six months, new product lines should be developed. These lines will be a culmination of the ideas of each person from the management team as well as the employees. Evaluate the Results External success for Best Snacks will be measure by evaluation of the next quarter sales and earnings. Because the ultimate goal of the organization is to increase sales and market share in an effort to remain competitive in the industry, short term review goals are deemed best for a clear understanding of whether newly implemented marketing ideas and approaches are working. There are certain marketing elements every (startup) entrepreneur should track to grow and become more profitable. The key indicators are leads generated, leads converted, average dollar per transaction and average number of transactions per customer. Though the notion of tracking may feel like overkill, focus and improvement spring from the habit of constant measurement. In creating a baseline, it will be much easier to focus the strategies and actions on the right areas of the business, (Jantsch,  2009). Internal measurements for determining success will be to administer another company-wide survey and small focus groups. Leadership must remain in constant communication with the Best Snack employees to ensure that most, if not all needs are being met and that satisfactions with encouraging innovation and creativity amongst employees is felt. Conclusion Best Snacks has the potential to maintain its position in the snack industry. Though the situation looks bleak, it is not as bad as it seems. The main issue for Best Snacks is that they’ve never been in this space before. As long as management uses this opportunity to grow and learn the ills of complacency the organization should be able to avoid being placed in this position again. References Daniels, T. , Watts-Holley, J. , Mobley, A. , Rauschenbach, L.. (2010). Best Snacks Benchmarking Worksheet. Retrieved from MMPBL550 – Creativity, Innovation, and Organizational Design website. Davila, T. , Estien, T. J. , & Shelton, R. (2006). Making Innovation Work: How To Manage It, Measure It, and Profit From It. Upper Saddle River, NJ: Wharton School Publishing. Jantsch, J. (2009). 4 Metrics For Measuring Success: 4 key metrics can help you determine if your brand-building is working. Retrieved from http://www. entrepreneur. com/magazine/entrepreneur/2009/february/199732. html Jones , G. (2004). Organizational Theory, Design, and Change (4th ed. ). Upper Saddle River, NJ: Prentice-Hall, Inc. University of Phoenix. (2010). Best Snacks Scenario. Retrieved from University of Phoenix, MMPBL550 – CREATIVITY, INNOVATION, AND ORGANIZATIONAL DESIGN website. Table 1 Issues and Opportunities Identification | | | |Issues |Opportunities |Reference to Specific | | | |Course Concept | |Best Snacks sales have been slipping, market|Evaluate the organization’s current |A radical innovation is a significant change that | |share has decreased |process to determine how they can keep up |simultaneously affects both the business model and the | | |with the competition. |technology of a company. Rad ical innovations usually | | | |bring fundamental changes to the competitive | | | |environment in an industry, (Davila, Epstien, & | | | |Shelton, 2006, p. 51). |There have been no product or service |Design new marketing methods that are |Successful organizations tend to become complacent and | |innovations in the past five years; instead,|completely different from anything that |conservative in order to preserve their core | |previously successful marketing methods have|has been done before. |competencies—those things that lead to their success. | |been improved or extended | |This is logical and largely advantageous in the | | | |short-term. Paradoxically, the things that led to their| | | |success could be the very things in the long-term that | | | |pull them into failure, (Davila, Epstien, & Shelton, | | | |2006, p. 239). | |Not many people seem to understand the |Management can promote learning within the|A learning organization is an organization that | |importance of innovation. Worse, they seem |organization. |purposefully designs and constructs its structure, | |to have forgotten how to develop and | |culture, and strategy so as to enhance and maximize the| |implement creative ideas. |potential for organizational learning (explorative and | | | |exploitative) to take place, (Jones, 2004, p. 377). | |Employees feel that creativity/innovation is|Management can develop a culture that is |One of the key roles of the CEO is to make innovation | |not encouraged and that their ideas are not |ripe for innovation through leading by |part of the culture of the company. The CEO needs to | |supported by management. |example and pushing for employees to come |make certain that collaboration occurs and becomes part| | |up with new ideas. |of the culture. Steve Jobs works this critical cultural| | | |angle at Apple by being the clear leader of innovation | | | |and pushing hard to ensure that there is effective | | | |collaboration between the technology and business | | | |folks, (Davila, Epstien, & Shelton, 2006, p. 258 & | | | |259). | Table 2 Stakeholder Perspectives and Ethical Dilemmas | |Stakeholder Perspectives and Ethical Dilemmas | | | | | |Stakeholder Groups with Competing | | | |Values |The Interests, Rights, and |The Ethical Dilemma Based on the Competing | | |Values of Each Group |Values | |List: Group X | | | |versus Group Y | | | |Best Snacks vs. the competition |Both Best Snacks and the competition have a vested |It is the responsibility of each organization | | |interest in their individual corporations. Each would |in their quest to be number one to do utilize | | |like to be the number one holder of sales and market |fair business practices, and conduct themselves| | |share in their industry. |with honesty and i ntegrity. | |Best Snacks Leadership vs. he |The employees at Best Snacks feel that leadership does |Both management and the employees need to be | |employees |not value their opinions and has not created an |honest about what they’re needs and | | |environment for open innovation and integrity. Though |expectations are. Opening the door to | | |management sees the need for employees to develop a |communication will allow them to work together | | |creative mindset, they are unsure about the best ways |as a unit. Management has the responsibility to| | |to utilize those skills. treat employees with fairness and respect, | | | |understanding that although their titles may be| | | |lower in rank, their opinions and desire to | | | |grow the organization is what will ultimately | | | |lead Best Snacks into their next phase of | | | |success. | |Best Snacks vs. tself |As a corporation, Best Snacks is rightfully concerned |In their quest to retain success, Best Snacks | | |that the y are seeing a significant decrease in sales. |must be careful to not violate any copyright | | | |infringement laws while studying their | | | |competition and creating their own new | | | |products. | Table 3 Analysis of Alternative Solutions [pic] Table 4 Risk Assessment and Mitigation Risk Assessment and Mitigation | |Alternative |Risks and Probability |Consequence and Severity |Mitigation Techniques and Strategies | |Select a few employees for |By selecting only a few employees |The organization may find itself | Instead of managers randomly selecting| |individual learning |for individual learning, Best Snacks|in the same position as right now,|employees, they could ask for | | |leadership will have only barely |it is clear that not enough |volunteers, or use a mixture of | | |touched the issue of many not |employees understand the process |experience and tenure to make the | | |understanding creativity and |of innovation to a point where |selection | | |innovation. |they can move the company forward. | | | |Also, in selecting only a few | | | | |employees issues of favoritism and| | | | |feeling left out could occur | | | | |amongst workers. | | |Implement Incremental change |Though incremental innovation would |Utilizing incremental change could|Instead of incremental innovation, Best| | |save the company money it would not |put Best Snacks back in the same |Snacks should utilize another approach | | |address the most important issue of |position. that would allow them to tackle the | | |stimulating creativity and | |core of the issues. | | |innovation within the employees. | | | | |This would cost the company in the | | | | |long run as they run the risk of | | | | |continuing the sales decline. | | | Table 5 Pros and Cons of Alternative Solutions Alternative |Pros |Cons | |Revisit previous marketing methods to capture |Methods used during the company’s most |These methods are old and no longer appeal to | |past success |successful times have a lready been tested |the target audience – the reason Best Snacks is| | | |in their current state | |Implement semi-radical change |Extreme change will be made to certain portions|Best Snacks is no longer in a position where | | |of the organization. |small changes are acceptable. They need fast, | | | |extreme change to catch up to the competition | Table 6 Optimal Solution Implementation Plan |Action Item Deliverable |Timeline |Who is Responsible | |Develop a plan for team brainstorming and innovation|90 days Sabrina McKay | |Create new product lines |6 months |Sabrina McKay, Bill Santoro, Jennifer | | | |Heartwell, Martin Hernandez, Dale Chin | |Devise conflict management plan for employees and |Immediately |Elizabeth Fairchild | |managers to have better communication | | | Table 7 Evaluation of Results |End-State Goals |Metrics |Target | |Management and employees will develop and |Employee survey |85-90% satisfaction | |maintain open communication. | | |Best Snacks increa se sale and market share. |Industry reports |70% increase | | | | | | | | | | | | |

The Ethical Issue Within Healthcare - 2077 Words

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