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International pop star Ziggy Stardust was the hottest thing since sliced bread in 2010. Ziggy has two Grammy Awards for 2010 Artist of the Year and Best Hip Hop Single – “Bling-a-Ding-Ding”.

At the height of his popularity, Ziggy stepped away from his career in music to live in Tibet to study with the Dalai Lama. Fame had left Ziggy feeling spiritually bankrupt and was seeking self-fulfillment outside the public eye.

After ten years of exploration, Ziggy is ready to share his teachings and revelations with the rest of the world. Ziggy’s primary talents are in songwriting and music.

Please help Ziggy rebrand himself to appeal to consumers that may have forgotten him or my never even known of him. He is looking for your expertise to make him significant again.

Please use the Problem-Solving Template below to help Ziggy realize his new dreams.

Each week, your answers should be presented in the Problem-Solving Template format as follows:

  1. Define the problem
  2. Explain the cause (or causes) of the problem.
  3. Explain the effects the problem has had on the company.
  4. Provide a solution (or solutions) to the problem.

Grading will be determined based on the quality and depth of the student’s answer. Please keep in mind that quality answers require at least 500 words to answer the questions. The 500-word minimum does not include restating the question, and is a requirement to receive a passing grade.

 
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Adobe Ditches Formal Performance Reviews
As we explained in the chapter, an increasing number of companies are no longer conducting formal performance reviews. However, most still do. In a recent survey of 1,500 U.S. office workers, 88 percent of them reported receiving formal written reviews—often with rankings—usually on an annual basis. The survey, which was conducted by Adobe Systems, the maker of Acrobat, Photoshop, and Flash software, also revealed the following bad news about formal performance reviews: • More than half of office workers feel that formal performance reviews have no impact on how they do their jobs (59 percent) and are a needless HR requirement (58 percent). • Eighty percent of office workers would prefer feedback in the moment rather than a progress review after a certain number of months. • Performance reviews are extremely stressful for both managers and employees. Rankings and ratings create competition among employees and result in even more stress. • A surprisingly large number of workers, both male and female, reported actually crying after a performance review and either looked for another job or quit their jobs shortly afterward. • Nearly two-thirds of millennials (61 percent) would switch jobs to a company with no formal performance reviews even if the pay and job level were the same. For reasons such as these, Adobe stopped doing formal reviews in 2012. The effort to ditch them began somewhat haphazardly: Donna Morris, then a senior vice-president of human resources for Adobe, believed the firm’s 360 employee reviews and ranking process was too complex, bureaucratic, and ate up massive amounts of time for which the company saw little or no return. She also believed they created barriers to teamwork and innovation because being ranked for compensation seemed to pit employees against one another. The problem was something Morris had been thinking about at Adobe’s offices in India while being interviewed for a major business publication in the country. The reporter conducting the interview asked Morris what new cutting-edge HR practices Adobe was implementing. Suffering from jetlag, offhandedly she responded: “We plan to abolish the annual performance review format.” Quickly Morris’s announcement made headlines. There was just one problem with it: She had only been contemplating ending formal performance reviews. She hadn’t actually cleared the idea with her CEO. Needless to say, when she got back to Adobe’s office in the United States, she had some explaining to do. Morris wrote her case for ending performance reviews and posted it on the company’s intranet. She encouraged employees and managers to examine Adobe’s current review practice to figure out how to improve it, which they subsequently did. What they discovered was troubling. Adobe’s managers were spending in excess of 80,000 hours annually on the reviews. Worse yet, feeling demoralized by their reviews and rankings, a high number of Adobe employees quit after having them. That was making it hard for Adobe to retain talent, especially because it’s located in Silicon Valley, where the demand for tech employees is high. Instead of formal performance reviews, today Adobe employees have periodic “check-ins” with their managers who offer them feedback, help with on-the job problems, and ideas for their growth and development. No written review is required. So does the new check-in system work? Yes. In surveys, employees say the check-ins make performance conversations easier, and less stressful, and that they get better feedback. Voluntary turnover has dropped dramatically. In fact, Adobe believes its check-in system works so well it is helping other companies adopt it—for free. No software purchase necessary. The company has posted information about the system and all of its associated documents available on its pubic website. Among the items posted are worksheets and discussion guides for managers and employees and FAQs (frequently asked questions) about how the check-in process works and how to implement it. “We love talking to other companies who are considering a move away from structured performance reviews, and many have adopted some form of checkin already,” says Morris. “Now we want to make it easier to share our experience with people who are exploring a model like this—whether they’re in technology or a totally different industry.”

Find the problems and their solutions in this case study( minimum five problems with solution)

 
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only measure of a project’s worth. Figure 1-10 includes the Of calculation for our example project Determine Break-Even Point Another common approach to measuring a project’s merhew/) is defined as the number of years it takes a firm to recover its original investment in the project from net cash flows. As shown in Figure 1-10, the project’s net cash flows “pay back” the initial investment during the fourth ycar, this is the year in which the cumulative cash flow ligure becomes positive. Dividing the differ ence between that year’s cash flow and its cumulative cash flow by that year’s cash flow determines how far into the year the break-even will occur. See Appendix IA for the break-even calculation The break-even point is casy to calculate and understand and does give an indication of a project’s liquidity or the speed at which the project will gencrate cash returns. Also, projects that produce higher returns early in the project’s life are thought to be less risky, since we can anticipate near-term events with more accu- racy than we can long-term events. The break-even point does ignore cash flows that occur after the break-even point has been reached and therefore is based against long-term projects. Determine Net Present Value The sinuple cash flow method, return on investment, and break-even point, as shown in Figure 1-10, all share the weakness of not recog. nizing the time value of money. In these analyses, the timing of cash flows is ignored. A dollar in ycar 3 of the project is considered equal to a dollar in year 1. Nel present walue (NPV) is used to compare the present value of all cash inflows and outflows for the project in today’s dollar terms. The key to understand- ing present values is to recognize that if you had a dollar today, you could invest it and recive some rate of return on your investment. Therefore, a dollar received in the future is worth less than a dollar received today, since you forgo that potential return. Appendix 1A shows the present value of a dollar received in the future for different numbers of years and rates of return. If you have a friend who owes you a dollar today, but instead gives you that dollar in three years–you’ve been had! Given a 10% rate of return on an investment, you’ll be receiving the equivalent of 75 cents in today’s terms. The basic formula to convert a future cash flow to its present value is shown in Appendix 1A. In Figure 1-11, the present value of the costs and benefits has been calculated and added to our example spreadsheet, using a 6% rate of return. The NPV is simply the difference between the total present value of the benefits and the total present value of the costs. As long as the NPV is greater than zero, the project is considered economically feasible. Organizational Feasibility The final technique used for feasibility analysis is to assess the organizational feasibility of the system: how well the system ultimately will be accepted by its users and incorporated into the ongoing operations of the organization. There are many organizational factors that can have an impact on the project, and scasoned developers know that organizational feasibility can be the most difficult feasibility dimension to assess. In essence, an organizational feasibility analysis attempts to answer the question “If we build it, will they come?”
 
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Base on the article below, please write on the problems

I am the Trainee Operations Manager at the FD Distribution Center. The company owns and operates many retail stores across the US and Canada. My primary responsibilities are communicating effectively across all stores that are assigned to specific areas across South Florida and Georgia, ensuring all daily operational goals and production labor standards are met, scheduling and assigning technicians and equipment to achieve target goals, ensuring appropriate tools and materials are on hand, and recommending any changes and improvements that enhance speed and accuracy to maximize efficiency in a distribution center.

As a distribution center, one major problem that we are facing is transportation and delivery. The current pandemic has created a dent in the workforce, so getting well-trained drivers is very difficult. This has caused major inefficient scheduling of shipments in and out of the warehouse, which results in costly bottlenecks and delays in delivering to stores. As a result, store sales dropped, and the company lost millions of dollars in revenue.

Symptoms of Problems

Effects of the problems

Cause of the problems

conclusions

This is GEB 6217- Communication

 
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