...Workforce 2020 Executive Report Kinsey Gilbreath Argosy University Workforce 2020 Executive Report Google is continuously ranked high on the list as the “Best Company to Work For” throughout multiple outlets. It is widely known that Google offers many benefits to their employees in several different ways. As the leader in global technology, Google offers multiple perks to their employees to keep them motivated and producing highly innovative ideas. This tech giant has proven itself to be the gold standard for employers to model. Google is the leading global technology company that focuses on improving the ways people connect with information. Most commonly known for their search engine, Google also has many different services that anyone can use as long as they have an Internet connection. Some of these services include Google Images (online image library), Google news (news feeds), Google Finance (financial news and information), and Froogle (comparison shopping services). The company manages a large inventory of websites and website content that is made freely available through its search engine (Cook, 2012). Google generates 97% of its entire revenue through its advertising, with its two major sources being Google Adwords and Adsense (Cook, 2012). Being the leading search engine in the world and holding a strong market position Google is one of the world’s top ranked brands. Due to the constantly changing advances in the world today companies are required...
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...Lawrence Carroll Workforce 2020 Executive Report Module 5 Assignment 2 Perspectives in Change Leadership B6027 Argosy University Fiserv, Inc. (Fiserv) is a worldwide organization that gives monetary administrations innovation to more than fourteen thousand five hundred customers that incorporates all kinds of financial institutions. The organization was established in 1984 and is as of now driven by Jeff Yabuki from Brookfield, Wisconsin. Fiserv's main goal is to give incorporated innovation and administrations arrangements that empower excellent results for their customers. The organization brags one-hundred and forty six areas around the world, utilizes more than twenty-one thousand partners, and produced over five billion in income in 2014 (Fiserv, n.d.). This year, Fiserv is perceived by Fortune Magazine as one of the "World's Most Admired Companies 2015" and Forbes as one of "America's Best Employers 2015" (Fiserv, n.d.). Fiserv is a business pioneer of data administration and computerized business frameworks and gives incorporated innovation that makes both esteem and results for their customers and conveys the accompanying: * Payment Solutions to streamline parts of installments making effectiveness and compelling development * Processing answers that oversee record based exchanges dependably and safely * Risk and Compliance answers for avoid and moderate danger * Customer and Channel Management answers for pull in, hold, and develop client relations...
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...paper for my MS Workforce 2020 Project: You have been appointed by your organization/business to prepare its leadership training program that will address Workforce 2020 issues. Using U.S. federal guidelines, your texts and other available and related resources, forecast what the economic, social and demographic parameters are expected to be in the U.S. in the year 2020 and how those trends will or will not be reflected in your business. Consider your organization's organizational structure, market/customer diversity and other factors to determine how demographics will impact it. You should also consider any other changes in the economic or technological environment in which your organization operates. make the case for the kind of leadership training that will best prepare your organization's/business's middle- and upper-level staff to work in the future environment. Topics you may want to consider for inclusion (among others) are: diversity management, leadership models, ethics, decision making models, problem solving and conflict management processes, and communications. Identify the outcomes from the training that will strengthen your organization/business. In this instance, "training" can be formal classroom-style workshops, online individualized programs, and even group discussions led by peers: be creative. The report should be prepared as an Report for your CEO of between 10-12 pages. This includes a one-page Executive Summary. The Executive Summary - which...
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...Council (2013b), globalization, economic change, and consumerization have created new realities for the workplace. These realities include the need for greater interdependence, frequent organizational change and flexibility, greater knowledge intensity, and more technology choices – all of which can be managed through the use of technology (Council, 2013b). With this increased demand for technology services worldwide, the information technology sector is projected to grow by 22% between 2010 and 2020 (Lockard & Wolf, 2012). In response to this demand, a higher percentage of college graduates are expected to earn a degree in the field of information technology and enter the workforce. The NACE Class of 2012 Student Survey Report (Koc, 2012) indicated computer science majors ranked highest - at 69%, to most likely to get job offers. The future success of organizations rests on the shoulders of tomorrow’s workforce. By 2014, millennials will account for 36% of the American workforce and by 2025, 75% globally (Schawbel, 2013). One of the most prominent challenges that leaders will face during this change will be to create and sustain cultures that attract, reward, and retain the most qualified employees (Schmit, 2012). Analysis of Trends With an...
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...arm of McKinsey & Company, was established in 1990 to develop a deeper understanding of the evolving global economy. Our goal is to provide leaders in the commercial, public, and social sectors with the facts and insights on which to base management and policy decisions. MGI research combines the disciplines of economics and management, employing the analytical tools of economics with the insights of business leaders. Our “micro-to-macro” methodology examines microeconomic industry trends to better understand the broad macroeconomic forces affecting business strategy and public policy. MGI’s in-depth reports have covered more than 20 countries and 30 industries. Current research focuses on six themes: productivity and growth; natural resources; labor markets; the evolution of global financial markets; the economic impact of technology and innovation; and urbanization. Recent reports have assessed job creation, resource productivity, cities of the future, the economic impact of the Internet, and the future of manufacturing. MGI is led by two McKinsey & Company directors: Richard Dobbs and James Manyika. Michael Chui, Susan Lund, and Jaana Remes serve as MGI principals. Project teams are led by the MGI principals and a group of senior fellows, and include consultants from McKinsey & Company’s offices around the world. These teams draw on McKinsey & Company’s global network of partners and industry and management experts. In addition, leading economists, including Nobel laureates,...
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...Trends in manufacturing to 2020 A foresighting discussion paper Future Manufacturing Industry Innovation Council i Date: 30 September 2011 For more information, or to comment on the paper, please contact: Manager Future Manufacturing Department of Innovation, Industry, Science and Research GPO Box 9839 Canberra ACT 2601 Phone: (02) 6213 6000 Facsimile: (02) 6213 7000 Email: Futuremanufacturing@innovation.gov.au ii Future Manufacturing Council discussion paper: Trends in manufacturing to 2020 Table of Contents Executive summary ....................................................................................................................................1 Background.................................................................................................................................................2 Future Manufacturing Council................................................................................................................2 Defining manufacturing...........................................................................................................................2 Profile of Australian manufacturing........................................................................................................4 Trends to 2020 ... and beyond: Issues and opportunities for Australian manufacturing...................12 Terms of trade driving value and volatility of the Australian dollar and structural changes in the economy – an upside...
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...The Impact of the 2010 IOM Report on The Future of Nursing Robert Loperfido Felician Health Policy and Politics NURS 385 Helena Correia RNC, MSN August 18, 2014 The Impact of the 2010 IOM Report on The Future of Nursing The United States is at a significant junction. Health care reforms are being carried out and the system is beginning to change. The largest component of the health care workforce is nurses and the needs to strengthen this group will only improve the delivery of care and the health care system. The IOM and the Robert Wood Johnson Foundation established that accessible, high quality care cannot be achieved without extraordinary nursing care and leadership (American Nurses Association, 2014, p. 1). The report calls on nurses individually and as a profession to embrace changes needed to promote health, prevent illness and care for people across the lifespan. The report also calls for support from interprofessional collaborations from physicians, dieticians, physical therapist and other multisector professions to work with nurses to make the changes necessary for a more accessible, cost efficient and high quality health care system. This report expands on the theme that high quality, safe, evidence based patient centered care is a critical role of nursing and that to have a successful health care system rests on the future of nursing (Institute of Medicine, 2010). In 2010 the President signed into law and Congress approved health care legislation...
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...cross-cultural researchers. Our empirical results indicate that while government policy has urged movement to a universally derived system of HRM processes, few sport organisations have adopted a formal HRM strategy and HR practices are widely variable across organisations http://www.inderscience.com/search/index.php?action=record&rec_id=7124 While at HRPA 2011, Canada’s conference and trade show focusing on HR issues and trends, I stopped in to check out Howard Wallack’s session, 10 Global HR Trends for 2011 and What You Need to Know to Manage Them. Wallack is the Director of Global Member Programs for Society for Human Resource Management, and in his discussion at HRPA 2011, he drew from several studies and surveys (EIU’s Global Firms in 2020, IBM’s Working Beyond Borders, BCG/WFPMA’s Creating People Advantage 2010, and more) and gathered input from SHRM’s Global Expertise panel to determine the 10 most prevalent global HR trends for the rest of 2011. The business world is becoming increasingly global, yet as Wallack mentioned in his presentation,...
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...1 Differences in Competencies Between Nurses Based on Degree Level Differences in competencies between nurses based on degree level are accurate and supported with detail, while demonstrating deeper understanding by incorporating prior learning. Competency Differences between ADN and BSN Prepared Nurse To work as a registered nurse, all the nurses have to undergo NCLEX-RN state board exam irrespective of the courses they have done. Another fact being that all these programs provide the basic knowledge and skill in effective patient care ADN nurses are more task-oriented employed in a workplace with not so complex patient scenario. They work under the basic nursing protocols. It is one of the preferred career path as it is the less expensive and short path of becoming a Registered nurse. The nurses with Baccalaureate are more skilled with good leadership qualities for effective patient care affecting less mortality. They take care of both the physical and mental well-being of a patient. They are more in to service than in to opportunities. They are with good leadership abilities and skills primarily focused on analyzing and resolving to critical patient care needs. They are efficient theoretically as well as practically enabling them to be part of multidisciplinary teams. Within the undergraduate subdivision, there are two preparatory levels of nursing education: Associates Degree in Nursing (ADN) and Baccalaureate Degree in Nursing (BSN). patient-centered care and compassion...
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...Running Head: COMPETENCY DIFFERENCE BETWEEN ADN AND BSN LEVEL OF NURSING Competency difference between ADN and BSN level of Nursing Presented to Professor Mandy Sheriff By Marlene Holmes Grand Canyon University: NRS-430-102 November 4, 2012 Competency difference between ADN and BSN level of Nursing This paper will look at the competencies between the Associate Degree of Nursing (ADN), and the Bachelors of Science Degree in Nursing (BSN) as it relates to the educational requirements for both programs. It will also discuss a patient care scenario where both nursing disciplines provide nursing care or the approach in the decision making process based on educational preparation of the nurse. When we speak of where the nursing profession is heading in the future, we must take a look at our past in order to fully understand current practices. Originally, nursing was not seen as a “profession” it was a job for the undesirables (Friberg & Creasia, 2010). The undesirable were men and woman who would help the sick, poor and abandoned individual and nurse the sick back to health. It was not until the 1800’s when Florence Nightingale, the founder of modern nursing, helped to change the way things were being done in military hospital as it relates to taking care of the sick. She fought for sanitary changes in the hospitals as well as educational advancement for nursing practices (Friberg & Creasia , 2010). In the 1860’s Nightingale established...
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...Running Head: COMPETENCY DIFFERENCE BETWEEN ADN AND BSN LEVEL OF NURSING Competency difference between ADN and BSN level of Nursing Presented to Professor Mandy Sheriff By Marlene Holmes Grand Canyon University: NRS-430-102 November 4, 2012 Competency difference between ADN and BSN level of Nursing This paper will look at the competencies between the Associate Degree of Nursing (ADN), and the Bachelors of Science Degree in Nursing (BSN) as it relates to the educational requirements for both programs. It will also discuss a patient care scenario where both nursing disciplines provide nursing care or the approach in the decision making process based on educational preparation of the nurse. When we speak of where the nursing profession is heading in the future, we must take a look at our past in order to fully understand current practices. Originally, nursing was not seen as a “profession” it was a job for the undesirables (Friberg & Creasia, 2010). The undesirable were men and woman who would help the sick, poor and abandoned individual and nurse the sick back to health. It was not until the 1800’s when Florence Nightingale, the founder of modern nursing, helped to change the way things were being done in military hospital as it relates to taking care of the sick. She fought for sanitary changes in the hospitals as well as educational advancement for nursing practices (Friberg & Creasia , 2010). In the 1860’s Nightingale established...
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...The textbook defines diversity as “the human characteristics that make people different from one another” (Gomez, 2010). It may also be defined as “valuing all the ways we are similar and different” (Reese 2009, p. 53). 1. First, should he or others attempt to respond to negative reactions to the composition of the new EC? What should they say? To whom? When? How? It would be wise for Voser to get in front of the negativity voiced by some members of the organization before it festers into discontent and organizational tension. “Voser did not think it appropriate to measure his commitment to diversity and inclusion by looking only at the group of eight people at the very top of Shell” (Sucher 2020, p.1). It is important that Voser points out that the creation of the new Executive Committee (EC) does not represent the efforts of the organization to be both diverse and inclusive. He should reaffirm throughout the ranks that the mission will continue to be diversity and an atmosphere that encourages inclusion. It is pretty obvious from reading the case that the committee does not adequately reflect the culture that has been devised within the Royal Dutch Shell Company. I feel that it is important that this issue of negativity be dealt with and not overlooked. If left unattended it could lead to distrust, skepticism, and low morale amongst the employees. It should be handled properly and promptly before the situation becomes critical. As a new CEO, Voser needs to quickly clarify...
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...The impact of the 2010 IOM report on nursing: Health care industry is a rapidly expanding field with new findings in research and innovation. The career of nursing stands out among all other fields not only in United States of America but in all parts of the world. The 2010 report from the Institute of Medicine (IOM) along with the Robert Wood Johnson Foundation (RWJF) addressed many aspects in nursing. The impact of this report on nursing practice will be discussed below, with regard to nursing practice, nursing education, and a nurse’s role as a leader. Development in nursing recognizes the changing health care sector in the U.S. and tailors the future vision of health care and the role of nurses to fulfill that vision. The impact on nursing education: According to the IOM report, the format of nursing education must be changed. At present nursing education is very expensive and inaccessible. Funding from State and Federal Government agencies would provide support needed to generate more affordable nursing education. Lower education costs and increased availability of nursing seats in colleges will assist and encourage nurses with associate degrees to obtain their baccalaureate degree or higher in nursing. Colleges must continually review and remodel their curriculum to keep up with the advancements in the field of medicine. IOM reported that nurses’ knowledge and their potential are not utilized to its fullest. Nurses are still...
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... The Differences Between Baccalaureates Versus Associate Degree The American Association of Colleges of Nursing (AACN), the national voice for baccalaureate and graduate nursing programs, believes that education has a significant impact on the knowledge and competencies of the nurse clinician, as it does for all health care providers. Nurses with Bachelor of Science in Nursing (BSN) degrees are well-prepared to meet the demands placed on today's nurse. BSN nurses are prized for their skills in critical thinking, leadership, case management, and health promotion, and for their ability to practice across a variety of inpatient and outpatient settings. Nurse executives, federal agencies, the military, leading nursing organizations, health care foundations, magnet hospitals, and minority nurse advocacy groups all recognize the unique value that baccalaureate-prepared nurses bring to the practice setting. AACN encourages employers to foster practice environments that embrace lifelong learning and offer incentives for registered nurses (RNs) seeking to advance their education to the baccalaureate and higher degree levels. We also encourage BSN graduates to seek out employers who value their level of education and distinct competencies. Different Approaches to Nursing...
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...Women in Leadership The next part of our assessment and recommendation fall in the area of women in leadership. It has been noted in several research surveys that women have been moving into professional, managerial and executive positions but very few have reached the senior ranks of leadership. We recognize women are grossly underrepresented in upper management in the Whole Foods organization. There was a research done by Catalyst, a nonprofit research organization that reported, “Companies with significant numbers of women in leadership roles outperform those with fewer female leaders” (Hirsch, 2012). We don’t want Whole Foods to continue to possibly miss out on opportunities to enhance or improve its financial results by not having adequate representation of women in senior leadership roles. Therefore, we recommend that Whole Foods focus on promoting women out of economic interest for the organization. By focusing on women the organization has full access to the best talent and external focus on the market. “Women earn 57% of the bachelor’s degrees, 60% of the master’s degrees, more than half of the doctorate degrees and nearly half of the first professional degrees awarded in the United States” (Northouse, 2012 p. 352). It is also known through research that women purchase 85% of all products and services, both business and consumer. http://www.womenince.org/research/. Heading down this new path Whole Foods can play a pivotal role in helping women break through the glass...
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