Category: Business Studies

Key Models document attached.Please
Provide brief information and three (3) new relevant recommendations that can be offered to University of Miami Health System to enhance its innovation, based on the work you submitted in Week 6 attached
Please submit a minimum of two recommendations supported by your prior research and sources from your analysis used for Week 6. Include the rationale for each recommendation, flowing from your detailed analysis in Week 6.
2-3 academic journal sources

Almost all jobs today involve digital technology, whether emails, Internet access, or smartphone use. Most employees, when interviewed say that digital technology increases their productivity and flexibility. The downside is what some call an “electronic leash” – employees are constantly connected and therefore end up working when they are not “at work.” Over one-third of full-time workers frequently check emails outside of regular working hours.
Because the boundaries between being “at work” and being “at leisure” can be so hazy, some labor unions in other countries have attempted to pass rules that allow employees to disconnect from email and other work-related digital communication during non-working hours. For example, a French labor union representing high-tech workers signed an agreement with a large business association recognizing a “right of disconnecting.”
In Germany, Volkswagen, and BMW no longer forward emails to staff company servers after the end of the working day. Other German firms have declared that on weekends and holidays work related items are intentionally not processed. The German government is considering legislating such restrictions nationwide.
Discussion Prompt
Ethically, should employees have a “right to disconnect?” State your opinion. What are the benefits and drawbacks of disconnecting from work during non-work hours?

2 files attached, the approved proposal and the professor notes on it. The order is 15K words dissertation. Please make sure to use British English.

– We already done 90% of the work, I just need you to fill in the table for the executive summary based on the document and our idea.
– the second task is on the industry background if you can find more numerical data like do maybe a qualitative table and mention the spending habits or spending loimits for shopping in italy.
there is text is just for template but you can do a word document on the executivge summary just fill in the headings for each and for the qualitative data just put it under and i will copy and paste it. thank you

edit and add info from source provided to development plan as needed
Create the missing sections of the development plan Referencing the book For example Kolb’s learning style source book: Working with emotional intelligence By Daniel Goleman IBsn-13: 9780553378580 or ibsn -10: 055337858-9
Do not forget to include the page numbers on your table of contents page.
Check the work for minor grammatical errors. Include your career anchor scores in review of it.
i have used some definitions in the Kolbs
Learning Style section that needs citations.
Any time definitions are used
they should be accompanied with APA citations.
i refer to my peers in the Kolb’s Learning Style section, clearly identify the reference group
that you are using. I am assuming that i am referring to my team mates
in MGT 500.(team lit)
add clear review assessment of each of the
managerial abilities under that section.
do 2 paragraph for each assessment
do Top 3 manager abilities and Lowest three managerial Abilities
how to improve lower ones and how to continue top ones

Explain why and how you see things differently.
Offer and support your opinion with industry best-practices.
Build on something interesting or provocative that your classmate wrote.
Please focus on applying the information covered in this course in your recommendations.
ask thoughtful questions pertaining to the topic, and/or answer a question (in detail) posted by another student or the instructor. Note: The following are not examples of substantive contributions:
Thanking, agreeing with, or complimenting a classmate.
Providing irrelevant commentary.
First response to #1(1/2 page)-
Some of the signs that I would look for as a manager that would indicate a diminishing capacity for change are employee resistance, a decline in productivity, and increased levels of conflict. Based on my experience, these are some of the first signs and can come months before an impact can be felt in employee turnover, so in a way I think they’re some of the most important signs to look out for. If the smaller, less disruptive signs are noticed when they first start to bubble up, there may be a chance for a company to course correct before they start to lose what may be a lot of great people that are just being put in a difficult situation.
Planned change is important because if a company is able to recognize when change may be beneficial and can be proactive about making changes, they would likely also have an easier time getting more buy in from employees. Change as a reaction tends to happen quickly, but if it can be done as an offensive measure there may be more time to look at different options and to ask for and implement employee feedback, which would make it easier to get a team on board with the change rather than having to deal with them fighting against it.
At my current employer we were able to make a planned change when we recognized that our internal ordering system was becoming ineffective and no longer provided the information that we needed to track our projects, as well as being something that was going to be losing software support in the short term. Because we were able to see this coming ahead of time, we were able to review multiple alternatives and choose the best one for our needs, then assemble a team that would participate in the build out. We spent a full year working on it, including scheduling regular check-ins with the larger team to review what we had done, what did and didn’t work, if there was anything that we hadn’t thought of or had forgotten to include, etc. We were also able to spend a full month working through a “soft launch” that allowed our customers to use the system and provide us with feedback on any adjustments that made sense from their perspective. Since we had been so proactive about everything leading up to this change, something that was actually an enormous project was able to transition in a way that went even smoother than we’d hoped, and certainly smoother than it would have gone had we waited to implement the change until we were forced to do so.
Second response (1/2 page-
Good evening all,
One of the hardest things to do as a manager is deal with change. Especially if the change is unexpected or detrimental to the team. When I was in the Navy there was a saying about the nuclear operators (I was one), “Nukes hate two things. Change, and the way things are”. I think that statement actually had a good amount of truth in it for us. We have operated under the same training, assumptions, basic actions, and lifestyle for decades. Any small change to the status quo could add a small amount of uncertainty to our lives and we did not appreciate it.
In the real world, change is much more common but the responses can be similar. When change is introduced to a team that is incapable of accepting the change they might talk about how things have always been done in the past. They could also threaten to file a complaint or quit if the change is not reverted or their demands for the change aren’t met. Another possibility is that the team simply disregards the new change and continues on as they were. All of these responses undermine the point of the change and the manager’s authority.
Today, planned change is part of an Agile mindset. Being able to pivot to another goal or way of doing business based on feedback is important. Without being able to change, your team might not be able to keep up with or meet the new demands being set by the stakeholders, ultimately costing your project time and money. While some change is important, a complete paradigm shift or a 180 during a project might cause the same conditions I spoke about before. If those massive changes are spread out over a longer period, assuming you have the time in your project for that, it can help alleviate some of those problems.
Attached weekly reading to use as reference for response along with my personal response to weekly discussion.