Write a minimum of a four-page paper, plus the title page and a reference page on the following statement:
1. To complete this Case Study: Reverse Logistics primarily concerns itself with recovering material and/or economic value from products which are at the end of their useful life. This class will familiarize participants with motives, theory, and practical application, using a variety of sources including textbooks and case studies as well as scientific literature.
2. Review Managing Reverse Logistics reading text and specifically, CH 3 Case studies. Choose a case Study, review the information and pull together the past exercises to develop your methodology and supporting methods to either agree or disagree with the Case Study. Explain your reasoning in an APA style paper of 1-2 pages. Write your Case study in a memorandum format, with a business header, Include the Case Study problem statement; You do not need to post Case Study Response to the Discussion Folder, You will be graded on Content, Understanding, Timeliness, Critical Thinking, Correctness of Writing.
– To demonstrate the realization of these outcomes by achieving an adequate overall standard in the assessment process
Incorporate at least one reference from articles listed within the online APUS library.
Requirements: 4 pages: 2 pg explanation paper of case study and 2 pg case study
I have attached the book to choose the case study from CH3. I left it up to you which case study you would like to choose from. I have also attached my past forum posts if it helps.
The post had said a 2 pg apa style paper for the reasoning and the case study in a memo format
“Why is demographics so important in an engagement survey?” Robert asked.
“Our employees, by age, fall into one of four groups. Each one of these groups of employees has a different set of attitudes and opinions.”
“Okay, okay, I got it – so I have to put in questions to determine who is who when they respond to the survey.”
“Robert, our data shows that, as a group, millennials have more than three times the turnover rate of boomers and generation X employees.We need to know why they’re leaving.The engagement survey will show us if there is a problem in that area.”
“Analyses of recruiting costs show us that we are spending more recruiting dollars now than we did two years ago when we had fewer millennial employees. So, we have to get a handle on this and work to understand how to connect with what will soon be the largest group of employees in the organization.”
“Now I understand,” Robert acknowledged. “They should be making the company money instead of costing it money!”
The workplace has four generations of workers—baby boomers, generation X, millennials, and gen z—all at the same time. Each group has different attitudes and expectations around the work they do and the culture of the workplace. This week, you will learn more about each generation and their characteristics as well as how to build a culture in an organization that works for all generations.
Alley explained how to best tailor the employee experience to employees of different generations. Interestingly, all three major employee populations have different sets of expectations and place their priorities in different areas. While boomers respond superbly well to engaged supervisors, millennials have more complicated relationships with authority and hierarchy.Some of them have a more expensive set of professional expectations. Learners will work to understand the generational differences among baby-boomers, generation X’ers, and millennials. As you learn about the employee experience, post a response to one of the specific areas below:
What support can HR pros seek from other staff to create an employee experience that will positively influence millennial retention?
How can information technology support a framework for an enhanced employee experience?
What can we do to ensure other generations in the company also have a positive employee experience leading to retention?
References
Generational Characteristics in the Workplace
(2019, September 21). DataPath, Inc.: Benefits strategies for baby boomers in the workplace. News Bites – Private Companies.
This is an article from the HR industry that describes benefits strategies for Baby Boomers, including benefit preferences and engagement styles. This resource will help you learn about this generation and engagement strategies for them.
(2019, December 10). Survey: When it comes to recruiting Gen Z, meet them on their terms. Business Wire.
This is a very short article that outlines some of the characteristics of Gen Z. This resource will help you learn about this generation and engagement strategies for them.
Mitchell, K., (2016). We are all gen Z-and Y and X. HRMagazine, 61(10), 18–19.
This article answers the question”Is an employee’s age a reliable factor in determining the most effective HR or management strategies?” and it may contrast to some of the other articles you are reading this week.
Generations Working Together
Wubbe, E. (2014). From millennial to traditionalist making it work in the workplace: Asset-based financial services industry The Secured Lender, 70(7), 16–21.
This article is about all of the generations, “Traditionalists or The Silent Generation (born before 1945), Baby Boomers (born around 1946-1964), Generation X (born around 1965–1976) and Generation Y (born around 1977–1992) all working in the same office. Generation Z (born 1993–2000).” It talks about how managers can work with the interplay between the generations to support mentoring and other programs.
Implications of Generations on Organizational Culture
Jones, V. R. (2018). Changing of the guard: Influence on organizational culture of millennials surpassing baby boomers as the largest generational cohort: A systematic review of the evidence. ProQuest Dissertations & Theses Global.
Despite the fact that this is a dissertation, this final chapter is very readable and it outlines some of the intrinsic and extrinsic motivators for the different generations that are currently in the workplace. It is important to learn about these motivations because the “work environment may encounter productivity challenges if changes are not made to accommodate employees with very different attitudes and expectations.”
Meng, J., Reber, B. H., & Rogers, H. (2017). Managing millennial communication professionals: Connecting generation attributes, leadership development, and employer engagement. Acta Prosperitatis, (8), 68–83, 119.
This is a qualitative case study that illustrates the key attributes that millennials (born 1982–2004) look for in employers and organizations. This resource gives specific examples of how to engage this generation.
All answered must be typed using Times New Roman (size 12, double-spaced) font. No pictures containing text will be accepted and will be considered plagiarism).
Q5. Emphasise fundamentals of financial institutions within financial markets? Outline the role of financial intermediates and how important to financial systems?
Q6. Why do financial markets exist? How would the economy function without them? What are the potential disadvantages of financial intermediaries? Discuss
Write a 500 word essay addressing each of the following points/questions. Be sure to completely answer all the questions for each bullet point. Separate each section in your paper with a clear heading that allows your professor to know which bullet you are addressing in that section of your paper. Support your ideas with at least two (2) sources in your essay. Make sure to cite using the APA writing style for the essay. The cover page and reference page do not count towards the minimum word amount. Review the rubric criteria for this assignment.
A 68-year-old client lives alone and is independent with all ADLs, has no restrictions for mobility, and is competent, and oriented x4. The client is on a fixed income, but has enough to manage a modest lifestyle. The client has family and social supports but is very independent and is proud of her self-reliance. The client’s height is 5’ 6”, weight is 210 lb. / 95.25 kg.
Identify one outcome/goal that is reasonable, measurable and realistic. Identify 1 nursing intervention for the outcome and give rationale for the intervention.
