[Unlock Answer From @10/Pg] World Health Organization Officially

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[Unlock Answer From @10/Pg] World Health Organization Officially

Stacey Hansel 

TuesdayNov 28 at 6:32pm

Health insurance has been around since the 1930s. Medicare was introduced in 1965, and then in the 1980s came managed care. According to Shi and Singh (2023), “managed care is a mechanism for providing health care services in which a single organization takes on the management of financing, insurance, delivery, and payment”(Shi & Singh, 2023, p. 190). Managed care skyrocketed in an era when healthcare costs were skyrocketing.

Several factors contributed to the growth of managed care. One is increasing healthcare costs, the inflation of medical care costs was 117% (Shi & Singh, 2023). With a need to control costs, health benefits saw a shift towards managed care. This was mostly due to the promise of cost control, emphasis on preventive care, and its attractiveness to both employers and healthcare consumers seeking more affordable healthcare options (Marcinko, 2021).

The focus on managed care helped improve outcomes and efficiency in health care. This was done by emphasizing prevention, coordination, and the appropriate utilization of resources. These factors combined helped decrease the per capita health spending in the nation, premiums declined, and lowered hospital length of stay (Lagoe et al., 2005). However, there was some opposition, and lawsuits came in waves, and with those came strained relationships between plans and providers. Contracts were terminated and network instability forced managed plans to change their business profiles loosening referral requirements, and authorization requirements (Lagoe et al., 2005).

Integration has impacted the delivery of healthcare significantly. The World Health Organization officially describes integrated healthcare as:

a system wherein continuous services such as health promotion, disease prevention, diagnosis, treatment, disease management, rehabilitation, and nursing treatment are provided according to the needs of different stages of the lifecycle of the population through the cooperation between different levels of medical institutions in the health system (Feng et al., 2021).

Overall integrated healthcare is seen as a success, it fosters collaboration, enhances efficiency, and improves patient outcomes through a more interconnected and coordinated approach to healthcare services.

The future of healthcare delivery will continue to evolve, and patient care demands will increase. The reasons will involve a blend of technological advancements, personalized care approaches, increased focus on mental health, and a concerted effort to address accessibility and equity in healthcare services (Garson & Levin, 2001). These trends are going to guide how healthcare evolves. The evolution will be a balancing act between balancing the needs of an older generation with acute illness and a younger generation who have different needs. The older generation will not always be able to adapt to the changes the younger generation will want. The younger generation wants to provide better experiences, more convenience, and better coordination between health and wellness programs (Schiavone & Ferretti, 2021). These differences between generations start with technological advances and how communication has changed between generations.

The evolving landscape of healthcare has changed both delivery methods and patient care demands. Change is inevitable and healthcare is not exempt from it. Healthcare will evolve with patient demands for convenient, personalized, and holistic care. This change or evolution can be seen throughout the Bible. Isaiah 43:19 says “Behold, I will do a new thing, now it shall spring forth; shall you not know it? I will even make a road in the wilderness and rivers in the desert”  (New King James Version, 2013). This verse tells us not to shy away from change but encourages adapting to change while remaining grounded in faith and principles. It is important to embrace change with faith, acknowledging God’s sovereignty in all circumstances, especially with the continuous evolution and innovation of the healthcare industry.

References

Feng, W., Feng, X., Shen, P., Wang, Z., Wang, B., Shen, J., & Shen, X. (2021). Influence of the Integrated Delivery System on the Medical Serviceability of Primary Hospitals. Journal of Healthcare Engineering, 2021, 1–9. https://doi.org/10.1155/2021/9950163

Garson, A., & Levin, S. A. (2001). Ten 10-year trends for the future of healthcare: implications for academic health centers. Ochsner Journal, 3(1), 10–15. http://www.ncbi.nlm.nih.gov/pubmed/21765711

Lagoe, R., Aspling, D. L., & Westert, G. P. (2005). Current and future developments in managed care in the United States and implications for Europe. Health Research Policy and Systems, 3(1), 4. https://doi.org/10.1186/1478-4505-3-4

Marcinko, Dr. D. E. M. (2021). A brief history of managed medical care in the USA. The Medical Executive- Post. https://medicalexecutivepost.com/2021/08/30/a-brief-history-of-managed-care/

New King James Version. (2013). New King James Bible. Holman Bible Published.

Schiavone, F., & Ferretti, M. (2021). The future of healthcare. Futures, 134, 102849. https://doi.org/10.1016/j.futures.2021.102849

Shi, L., & Singh, D. A. (2023). Essentials of the U.S health care system(6th ed.). Jones & Bartlett Learning.

[Unlock Answer From @10/Pg] Include 10 – 12

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[Unlock Answer From @10/Pg] Include 10 – 12

 

Prepare a 10-12 slide presentation to persuade the company’s owner of the many positive changes that support the employee experience and the value of performance management. Each slide should include speaker notes that flesh out the information listed on the slide.

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Introduction

The employee’s life and performance in the workplace are viewed through a very different lens than they once were—and the “once were” was not very long ago. New employees are coming to organizations with a higher set of expectations across a myriad of different person-to-organization touchpoints. From the pre-joining brand attraction phase to onboarding and required early career training, a smooth, professional, and engaging process is expected. For this assessment, you will be creating a presentation that is intended to convince your company’s owner—you work in a founder-based organization—-that a modern employee experience is of value. Key areas such as employee engagement, communication, and performance evaluation should all be aligned. Employees should be encouraged through robust learning programs linked to both pay and awards of individual and team recognition rich with meaning and symbols. Lastly, employees should receive meaningful performance feedback that focuses on their successes as well as challenges. Feedback should be presented in a way that encourages the employee and reduces the traditional stress associated with the performance appraisal process.

The HR concept of the employee experience comes from the field of marketing and seeks to provide HR professionals and their clients a very different perspective of work and the workplace. This means many different things to different people. It may mean well-conceived and executed onboarding processes, access to good cuisine, an accommodating place to work, opportunities for advancement, work rotations, or personal growth. The challenge is to create the best possible experience for the employees in the organization, which will attract employees with high potential to make valuable contributions. Determining what makes work a positive experience by a significant majority is similar to benefits programs but from the view of demographic influences, and there will be generational differences and lifestyle-oriented preferences.

Assessment Introduction

Scenario

This assessment examines how to assess the effectiveness of a performance management process and how to design and manage the employee experience (organization perspective) in a legacy architectural engineering company.

You work in a founder-based organization. The company designs large bridges for locations all over the world. It is located in a small town and is the largest employer in the area. The company has a great technical reputation in the business, but they have not had a human resources professional working in the organization until you arrived. The company has a tough, somewhat dated, approach to many things.

  • There is no on-boarding process; employees are expected to start work day one of their employment.
  • There are no performance appraisals at the end of the year, and employees who have performance problems are separated and never get a chance to grow and reach their full potential.
  • There are no recognition programs and employees seem confused about how to move up in the organization.
  • There are promotions, but there does not seem to be any rhyme or reason as to how people are selected for advancement.
  • While design and engineering work is detailed and complicated, no employees have an office. Cubicles are very small and very close to each other.
  • Current employees complain they have nowhere nearby to eat.

For this assessment, you will be creating a persuasive presentation that is intended to convince your company’s owner that a modern employee experience is of value. Key areas such as employee engagement, communication, and performance evaluation should all be aligned. Employees should be encouraged through robust learning programs linked to both pay and awards of individual and team recognition rich with meaning and symbols. Lastly, employees should receive meaningful performance feedback that focuses on their successes as well as challenges. Feedback should be presented in a way that encourages the employee and reduces the traditional stress associated with the performance appraisal process.

Your Challenge

Prepare a PowerPoint presentation, including speaker notes for each slide, to persuade the company’s owner of the many positive changes that support the employee experience and the value of performance management. In the process, consider the organizational challenges you will face. Also, discuss the potential negative impact associated with change. How can you make employees feel valued, ensure they have opportunities for future growth with the organization, and encourage them to commit to a long-term professional relationship? What can be done to provide employees valuable performance feedback in a professional and effective manner that is both fair and objective?

Assessment Instructions

Prepare a 10–12 slide presentation that states your recommended course of action. Each slide should include speaker notes that flesh out the information listed on the slide. Along with your recommendation, include the following:

  • Present an analysis of the organization’s dated approach to performance feedback and propose alternatives.
    • Provide a description of the current state.
    • What are the issues, and what impact are they having?
  • Describe approaches to resolve the issue of the company not having any employee rewards and recognition programs.
    • Determine what courses of action should be used.
  • Explain what recommendation you would make to respond to the absence of an onboarding program, its implications, and how to mitigate issues.
    • Explain why you selected the course of action.
  • Describe how you would provide consulting services to organizational leaders to recognize the value of employee engagement.
    • Explain the benefits.
    • Identify the risks of low employee engagement.
  • Define a plan to implement and support employee engagement.
    • What are the purpose and intent?
    • What steps would you take?
    • How will you ensure success?

Review the HR Challenge: Performance Management and the Employee Experience (Organizational Perspective) Scoring Guide to see the criteria by which your assessment will be evaluated.

Submission Requirements

The deliverable for this assessment applies professional skills in Human Resources Management (HRM) to workplace situations which you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace. Your assessment should meet the following additional requirements:

  • Length: Your plan should include 10–12 presentation slides, not including the cover slide, title slide, and resources slide.
    • The cover slide should include your name, the course number, assessment title, and date. No other information is required on this slide.
    • The title slide should include the title of the presentation, and a subtitle, if needed.
    • Each content slide should include speaker notes expanding on the slide’s content,
    • The resource slide (reference list) should be the last slide.
  • Organization: Make sure that your assessment writing is well-organized, using headings and subheadings to organize content for the reader.
  • Font and font size: Arial or Verdana.
    • Keep font size at 24 point or above for slide titles.
    • Keep font size at 18 or above for headings and explanatory text.
  • Resources: Use at least six scholarly or academic sources.
  • Evidence: Support your assertions with data and in-text citations.
  • APA formatting: Resources and in-text citations are formatted according to current APA Style and Format guidelines.
  • Written communication:
    • Support main points and recommendations with relevant and credible evidence.
    • Address the appropriate audience, using familiar, discipline-specific language and terminology.
    • Use spell-check and other tools to ensure correct spelling and grammar.

Note: Your instructor may also use the Writing Feedback Tool to provide feedback on your writing. In the tool, click the linked resources for helpful writing information.

ePortfolio

You should consider adding this assessment to your personal ePortfolio. This assessment demonstrates your ability to examine sourcing and managing talent and its impact on performance management. This skill is necessary in a professional setting when you are trying to make strategic recommendations. You will want to organize your assessments to easily support future reflection and completion of your HRM capstone project as well as for showcasing your knowledge with employers after graduation. For more information on ePortfolio, visit the Campus ePortfolio page.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies:

  • Competency 1: Develop strategic recruiting approaches and selection methods to support an organization’s talent goals.
    • Describe approaches to resolve the issue of the company not having any employee rewards and recognition programs.
  • Competency 2: Apply talent mobility practices for an organization.
    • Explain what recommendation you would make to respond to the absence of an onboarding program, its implications, and how to mitigate issues.
  • Competency 3: Examine approaches to workforce planning to determine present and future talent needs.
    • Describe how you would provide consulting services to organizational leaders to recognize the value of employee engagement.
    • Define a plan to implement and support employee engagement.
  • Competency 4: Evaluate performance management systems to align with organizational needs.
    • Present an analysis of the organization’s dated approach to performance feedback and propose alternatives.
  • Competency 5: Communicate clearly, accurately, and professionally for the HR field.
    • Support main points and recommendations with relevant and credible evidence.
    • Address the appropriate audience, using familiar, discipline-specific language and terminology.

 

[Unlock Answer From @10/Pg] Develops New Oh Program

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[Unlock Answer From @10/Pg] Develops New Oh Program

 

Prepare a 1-2-page job description and competency model that follows a specified example. You will use O*Net OnlineLinks to an external site. to select the job.

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Introduction

Job analysis, job competencies, and job descriptions form critical elements of employee recruiting, selection, and organizational staffing. We must understand the job, know its nature, and describe its competencies before we can announce the position and attract quality applicants. To get to this point, the HR professional must have the skill to conduct research, including employee and supervisor interviews. These interviews will contain valuable real-life information that will describe the job to be advertised and filled. For this assessment, you will be developing a position description.

Assessment Introduction

Scenario

Job analysis, job competencies, and job descriptions form critical elements of employee recruiting, selection, and organizational staffing. We must understand the job, know its nature, and describe its competencies before we can announce the position and attract quality applicants. To get to this point, the HR professional must have the skills to conduct research, including employee and supervisor interviews. These interviews will contain valuable real-life information that will describe the job to be advertised and filled. For this assessment, you will be developing a position description.

Your Challenge

Use O*Net Online to develop a job description and competencies for any job of your choosing. The job should have five to seven competencies. Your job description and competency model should follow this example of a medical job description for a Physician Assistant:

Serves in the Occupational Medicine Program (OMP), Occupational and Environmental Medicine (OEM), and other Occupational Health (OH) services and related matters.

Advises on OH program development, management, administration, and evaluation. Formulates OH service policies and objectives as required. Advises on program requirements and procedures. Establishes criteria for OH program evaluations and assessments. Advises on the development, interpretation, and application of occupational health standards. Provides technical assistance on health conservation requirements, OH practices, and delivery of OH services that affect worker health as needed. Participates in epidemiological investigation of disease, illness, or accidents of particular importance to the OH program as required.

Plans, coordinates, and conducts OH program consultation reviews, visits, and special studies. Evaluate the effectiveness of OH programs. Analyzes and interprets data on OH programs. Resolve complex OH problems to improve OH clinical services, health education, and wellness. Researches trends and patterns. Reports on findings and conclusions, with recommendations as needed.

Reviews state and federal regulations on occupational health for organizational impact, recommending changes as needed. Develops new OH program evaluation methods and criteria. Develops standard procedures, model administrative documents, and informational material relating to the development and management of installation OH programs. Develops innovative and unique methods of problem solving and evaluation.

Reference

Department of the Army (n.d.) Army position description: Physician’s assistant. Retrieved from: https://acpol2.army.mil/fasclass/search_fs/search_fs_output.asp?fcp=zutpk3eFRtaToL2jorlGuam0buidbYGWmalTiGC7hLBmYn%2BYmKc%3D

Assessment Instructions

Prepare a 1–2-page job description and competency model that follows the example given. Use O*Net Online to select the job you will describe, and include the following:

  • Provide a description that includes knowledge of the content information and expertise associated with the work.
    • Analyze what someone in this job would need to know and be able to do.
    • Would they need to have special skills, training, licenses, or degrees?
  • Define tasks and technology skills that are aligned to the context of the environment in which the work is done.
    • Does the description include details on what the main tasks and skills are?
    • How does the work environment impact the work?
  • Create descriptions of work activities that match the context of the work.
    • Are the job elements described?
    • Are they consistent with job framework, setting, or expectations?
  • Develop a description of work that displays a clear connection to measurable elements of performance.
    • How are things connected and do they make sense?
    • Would a potential job applicant be able to read the description and understand the job expectations?

Review the HR Challenge: HR Challenge: Job Analysis and Competency Modeling Scoring Guide to see the criteria by which your assessment will be evaluated.

Submission Requirements

The deliverable for this assessment applies professional skills in Human Resources Management (HRM) to workplace situations which you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace. Your assessment should meet the following additional requirements:

  • Length: Your plan should be 1–2 typed, double-spaced pages, not including the cover and resources pages.
    • The first page should be a cover sheet with your name, the course number, assessment title, and date. No other information is required on this page.
    • The last page should be the reference list.
  • Organization: Make sure that your assessment writing is well-organized, using headings and subheadings to organize content for the reader.
  • Font and font size: Times New Roman, 12-point font.
  • Resources: Use 1–2 references from trade publications or other relevant sources.
  • Evidence: Support your assertions with data and in-text citations.
  • APA formatting: Resources and in-text citations are formatted according to current APA Style and Format guidelines.
  • Written communication:
    • Support main points and recommendations with relevant and credible evidence.
    • Address the appropriate audience, using familiar, discipline-specific language and terminology.
    • Use spell-check and other tools to ensure correct spelling and grammar.

Note: Your instructor may also use the Writing Feedback Tool to provide feedback on your writing. In the tool, click the linked resources for helpful writing information

ePortfolio

You should consider adding this assessment to your personal ePortfolio. This assessment demonstrates your ability to prepare a job description and competency model for measuring performance. This skill is necessary in a professional setting when you are trying to make strategic recommendations. You will want to organize your assessments to easily support future reflection and completion of your HRM capstone project as well as for showcasing your knowledge with employers after graduation. For more information on ePortfolio, visit the Campus ePortfolio page.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies:

  • Competency 1: Develop strategic recruiting approaches and selection methods to support an organization’s talent goals.
    • Provide a description that includes knowledge of the content information and expertise associated with the work.
    • Define tasks and technology skills that are aligned to the context of the environment in which the work is done.
    • Create descriptions of work activities that match the context of the work.
  • Competency 4: Evaluate performance management systems to align with organizational needs.
    • Develop a description of work that displays a clear connection to measurable elements of performance.
  • Competency 5: Communicate clearly, accurately, and professionally for the HR field.
    • Support main points and recommendations with relevant and credible evidence.
    • Address the appropriate audience, using familiar, discipline-specific language and terminology.

 

[Unlock Answer From @10/Pg] Old Boy Recently Placed

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[Unlock Answer From @10/Pg] Old Boy Recently Placed

 

You are a school social worker who has been assigned to work with a 12-year-old boy recently placed into your school.  He is exhibiting disruptive behaviors in the classroom and appears depressed and disengaged with his peers.  You learn he just came from Haiti with his family to start a new life in the United States.  The student also disclosed that he feels overwhelmed by his new home and school environment while being one of only a few minority individuals in both settings.  During a school conference, you openly discuss the issues with the boy’s family and his Father indicated that in response to his son’s troubles, he exercises corporal punishment on him, grounds him, and does not allow him to participate in any activities in the community.  His Father is refusing to accept counseling services for his son or any outside support.  The student actually tells you he is not allowed to associate with others in the community, even when he is not being punished, as he works with his father which is causing him to feel upset, depressed and wishing he could return to Haiti where he had friends, more freedom and felt happier.  Given the cultural aspects here, how do you handle working with this family?  What impact does race, culture and ethnicity have on this boy and his family?  What supports would you suggest for the family?

[Unlock Answer From @10/Pg] Witnessed Actions Related

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[Unlock Answer From @10/Pg] Witnessed Actions Related

 Our literature this week provided information on implicit bias and how it may lead to discriminatory thoughts and actions towards others. Have you witnessed actions related to implicit bias in your community? Have you been the subject of implicit bias whereby you faced oppression or harsh treatment? What strategies would you develop to help understand their own implicit biases and how their behaviors are influenced? 

[Unlock Answer From @10/Pg] Considered Comparable Work Responsibilities

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[Unlock Answer From @10/Pg] Considered Comparable Work Responsibilities

 Imagine that you found out that your salary was lower than that of another staff member for what you considered comparable work responsibilities. You are considering negotiating for a raise or adjustment in your salary.

  • Explain how you would negotiate.
  • How would you prepare yourself for a potentially difficult or uncomfortable conversation with your supervisor or HR?
  • If your salary could not be raised, what would your next steps be?

[Unlock Answer From @10/Pg] Still Would Want

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[Unlock Answer From @10/Pg] Still Would Want

 For this discussion, select a human service organization or return to the organization you previously discussed in this course (this can also be an organization where you have worked, are currently working for, hope to work at, or are familiar with).Next, using your knowledge/experience and the information you can find online (organization website, employee and client reviews (Yelp/Google/Facebook/BBB), the organization’s social media pages, LinkedIn company page, Glass Door, etc.), identify the key elements of the organization’s culture.As you conduct your research, share what you were able to learn about the organization’s culture, policies, and workplace environment. Consider the following questions to help you draw conclusions about the workplace environment:

  • What are the core values of the organization?
  • How are these values displayed in how the organization operates?
  • What conclusions can you gather from reading employee reviews?
  • How is diversity and inclusion valued?
  • How does the organization measure and improve its performance?
  • How does the organization’s culture impact the quality of care and services that are provided to clients based on community reviews?
  • After you have completed your research, is this somewhere you still would want to work? Why/why not?

[Unlock Answer From @10/Pg] Professionally Published Sources Use

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[Unlock Answer From @10/Pg] Professionally Published Sources Use

   

 

  1. carefully review the simulation’s introductory information and instructions, as well as the information in the OM Simulation Descriptions and Implementation Tips. After completing the simulation, capture a screen image of your final simulation results including the rubric evaluation metrics (i.e. MAPE), which are to be included in your Critical Thinking Assignment.
  2. The Operations Management Forecasting content, paper or presentation option, must include the following sections:
    • 3.1 Introduction: Explain the purpose or thesis of the paper and explain how the body of the paper is arranged to support the purpose of the paper.
    • 3.2 Provide a brief yet substantive definition of operations management forecasting and identify why it is important in an organization’s operations.
    • 3.3 Provide a brief overview of the Forecasting Simulation including the targeted goals of the simulation.
    • 3.4 Describe specifics about the model or approach used as the basis for your strategy in performing the Forecasting Simulation; in an appendix, include an illustrated (worked-out) example of a formula, calculation, or technique developed as a central part of your Forecasting Simulation strategy.  In approach, typically you will describe how you used combination of quantitative and qualitative methods
    • 3.5 Describe at least three operations management forecasting methods, principles, or techniques experienced in the Forecasting Simulation. Clearly describe hypothesis/rationale as to why you chose those methods and how exactly you used them in the simulation.  Do not describe methods/principles/techniques that you did not use in the simulation.
    • 3.6 Clearly describe your simulation results and indicate how well they met the targeted simulation goals.
    • 3.7 Itemize at least three lessons learned from the Forecasting Simulation and describe how this understanding is important for a career in operations management.  Here you can describe lessons such as (but not limited to only these) any surprises, how you accommodated seasonal variability, how you can improve MAPE further, what method was effective, was there any cause and effect relationship you observed, were your hypothesis worked the way you thought, etc.
    • 3.8 Conclusion should present a recap of key points and summary of main emphasis without repeating verbatim and exclusive of new information.

 

  • Your written Operations Management Forecasting paper must contain the sections outlined in the instructions. 
  • Don’t forget to include a screenshot of your final simulation results. 

Submit your Critical Thinking Assignment document(s) in the submission area established for this purpose. Per the assignment rubric, a portion of your evaluation is based on your simulation results

· It should be 3-4 pages in length not including the required cover and references pages.

· It should be  with at least 2 peer-reviewed or professionally published sources  Use current sources, not older than 5 years. 

· Format: APA guidelines 

[Unlock Answer From @10/Pg] Analysis Helps Us Identify

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[Unlock Answer From @10/Pg] Analysis Helps Us Identify

An entrepreneur Start-up Business Plan A business plan is any simple plan, not only limited to the business start-up plan that helps the management to understand the current situation of the enterprises (strengths, weakness, opportunities and threats) and look forward into the future. A start-up plan is a business plan which consists of the mission, vision, objectives and action plans for the future of the new enterprises while the business plan drawn during the operation of the firm is vital for running the firm effectively, acquire new customers, partners, loans and so on. According to Fiore (2005), a business plan involves two dimensions; an organizing tool to simplify and clarify your business goals and strategy, the second one is a selling document that sells the business idea and shows that a product or a service can make a profit and attract funding and company resources. Imagine you started a new business as an entrepreneur in Saudi Arabia. Briefly mention the specific steps which you consider necessary to a successful business plan. Classification: Confidential Please, think and share information on the following items: 1. Owners, capital structure and company profile (2 Marks) a. Your Business Name, Address, E-Mail b. Form of ownership: What is the legal structure? Sole proprietor, Partnership, Corporation…. C. Investment capital 2. Company Business Description (300-400 words) A. Scope and type of business (4 Marks) What business will you be in? What will you do? What market segment will you choose? .Business idea: what is your big idea? Is it a product or a service? What makes your idea different? Mission Statement .Company’s short-term and long-term goals and objectives. ⚫Target market and demographics: Who will your customers be? Where do they live? What is your target market passionate about? B. Business Philosophy (4 Marks) What is important to you in your business? .Describe your Industry: Is it a growth industry? What long-term or short-term changes do you foresee in the industry? How will your company take advantage of it? .Describe your most important company strengths and core competencies: What factors will make the company succeed? What do you think your major competitive strengths will be? What background experience, skills, and strengths do you personally bring to this new venture? Risk Assessment: Evaluate the strengths and weaknesses of your business using SWOT. Who is your competition and how do you beat them? Note: Use APA style of referencing

Answers: 1. Owners, capital structure, and company profile: a. Business Name: Friendly Solutions Address: 123 Main Street, Riyadh, Saudi Arabia Email: [email protected] b. Form of ownership: Limited Liability Company (LLC) c. Investment capital: SAR 500,000 from angel investors 2. Company Business Description: A. Scope and type of business: Friendly Solutions is a company that operates within the IT consulting and software development industry. This means the core focus of the company’s activities revolves around providing expertise and services related to information technology and software

The primary offerings of Friendly Solutions encompass: Customized Software Solutions: This refers to the development of software applications tailored to meet the specific needs of individual clients. These applications could be for various purposes, such as improving business processes, enhancing user experiences, or solving particular challenges. IT Consulting Services: The company provides advisory and consultancy services in the field of information technology. This includes offering expert guidance on technology-related decisions, strategies, and solutions to optimize the client’s IT infrastructure and operations. Sorutrons assists its clients in

IT Consulting Services: The company provides advisory and consultancy services in the field of information technology. This includes offering expert guidance on technology-related decisions, strategies, and solutions to optimize the client’s IT infrastructure and operations. Digital Transformation Strategies: Friendly Solutions assists its clients in adopting digital transformation strategies. This involves helping businesses integrate technology into all aspects of their operations to improve efficiency, competitiveness, and customer engagement. Target Market Segment: Friendly Solutions has identified its target market as medium to large-sized businesses across diverse industries. This includes sectors like finance, healthcare, and manufacturing. By catering to these specific segments, the company aims to address the technology needs of organizations with substantial operations and resources. In summary, Friendly Solutions is a company specializing in IT consulting and software development. They create customized software solutions, offer IT consulting services, and assist businesses with digital transformation. Their target clients are medium to large sized businesses operating in industries like finance, healthcare, and manufacturing. Classification: Confidential – Business idea: Our big idea is to leverage cutting-edge technologies to create innovative and tailor-made software solutions that cater to the specific needs of our clients. This includes developing mobile applications, enterprise software, and implementing cloud solutions. – Mission Statement: Our mission is to empower businesses with advanced technology solutions that drive growth, efficiency, and competitive advantage. – Company’s short-term and long-term goals and objectives: In the short-term, our goal is to establish a strong presence in the market and build a solid customer base. In the long-term, we aim to expand our service offerings, enter new markets, and become a recognized leader in the IT industry.

Target market and demographics: Our target customers will primarily be businesses located in Riyadh and other major cities in Saudi Arabia. They will range from small to large enterprises, with a focus on industries that heavily rely on technology and digital solutions. B. Business Philosophy: – Industry description: The IT consulting and software development industry is a rapidly growing sector, driven by advancements in technology and increasing digitalization across industries. We anticipate continuous growth in demand for our Classification: Confidential services – Company strengths and core competencies: Our major competitive strengths include a highly skilled and experienced team, technological expertise, and the ability to deliver innovative and customized solutions. As the founder, I bring extensive industry experience, technical knowledge, and a strong network of contacts. -Risk Assessment: We have conducted a SWOT analysis to evaluate our strengths, weaknesses, opportunities, and threats. This analysis helps us identify potential risks and develop strategies to mitigate them. We are prepared to adapt to market changes and stay ahead of competition. – Competition: Our competition includes other IT consulting firms and software development companies. To beat them, we will differentiate ourselves by offering personalized solutions, exceptional customer service, and continuous innovation. We will also focus on building strong relationships with our clients and delivering high-quality outcomes. References:

Assignment 3 ::

Start-up Business Plan

Assume yourself as an entrepreneur of a small-scale business in Saudi Arabia. 

(In Continuation to the Assignment -1)

3. Products and Services (4 Marks)

a. Describe in depth your products or services. (Technical specifications)

b. What factors will give you competitive advantages or disadvantages? Examples include level of quality or unique or proprietary features.

4. Marketing Plan (6 Marks)

a. Market Research- Why?

b. Market Research- How? Primary or Secondary Data?

c. In your marketing plan, be as specific as possible; give statistics, numbers, and sources. The marketing plan will be the basis, later on, of the all‐important sales projection.

Product

• Describe the most important features. What is special about it? 

• Describe the benefits. That is, what will the product do for the customer?

Customer

• Identify your targeted customers, their demographics

Competition

• What products and companies will compete with you?

• How will your products or services compare with the competition?

Strategy

• Outline a marketing Strategy.

Promotion

• How will you promote your Product?

• What will be your promotional budget?

Distribution Channels

How do you sell your products or services?

Answers

[Unlock Answer From @10/Pg] Major Negative Effects Within

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[Unlock Answer From @10/Pg] Major Negative Effects Within

 

  • Create a scenario or event in an organization (that is, safety, training, or another issue) using a low-quality after-action review. Next, speculate on the major negative effects within the organization if the same scenario or event were to reoccur. Support your response with at least two examples of the identified negative effects.