Microsoft Word - MGT811 A2 Peer Coaching Analysis and Plan FORUM POST.docx Page 1 of 5 Subject Title Contemporary Management Capabilities Subject Code MGT 811 Assessment Title Assessment 2 – Peer...

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I have to make a post of 500 words on the basis of a case study and then i have to response to any other students post in 200 words. I require two different copies for that and response should be on our each others copies. Please choose different case studies for both of us.


Microsoft Word - MGT811 A2 Peer Coaching Analysis and Plan FORUM POST.docx Page 1 of 5 Subject Title Contemporary Management Capabilities Subject Code MGT 811 Assessment Title Assessment 2 – Peer Coaching Analysis and Plan FORUM POST Learning Outcome/s (found in the Subject Outline) 2, 3 & 4 Assessment type Individual Weighting % 20% Word count 500-word post, 200-word response Due day & date Friday of Week 11 (before 11pm) Class submission Lecture ☐ Tutorial ☐ Submission type Paper copy ☐ Turnitin ☒ Format / Layout of Assessment Online Forum: Initial post Response to others’ posts ☒ ☒ Assessment instructions Peer Coaching Analysis and Plan Students should choose ONE (1) of the three (3) brief case- study below. Each CEO requires peer coaching, including a self-reflection of their soft and hard skills, critical reflection skills, problem-solving ability, teamwork and management of self and others in a work environment. The scenario is that you have been requested by the board of the company to write a peer coaching plan [500-words] based on the self-reflection of the business manager, and include one short, one medium and one long-term goal. Your plan should use theoretical concepts underpinning hard and soft skills and relevant managerial effectiveness. CASE STUDIES: Case Study 1: AOL CEO Tim Armstrong’s firing of a Patch employee and subsequent apology A renowned example of poor communication came in August 2013, when AOL CEO Tim Armstrong announced that AOL would be reducing the number of Patch websites. Soon afterward, Armstrong spoke to 1,000 employees on a conference call that was intended to boost morale and discuss the future. What happened instead was far from morale-boosting. Armstrong ended up firing Patch’s Creative Director, Abel Lenz, in front of everyone. Four days after he fired Lenz, Armstrong sent AOL employees an Page 2 of 5 apology for his behaviour. Unfortunately, rather than using it as an opportunity to take ownership, in a direct, heartfelt way, Armstrong missed the mark. He made excuses for his behaviour rather than owning up to it and sharing what he learned. Case Study 2: Yahoo’s poor communication of its “in office” policy A recent notorious example of inept leadership came when the head of HR at Yahoo sent employees the internal memo leaked around the world. It told Yahoo employees that telecommuting or working from home would soon no longer be an option and that those who worked remotely must relocate to an office or quit. The communication around the policy sparked a strong negative reaction, and it wasn’t difficult to see why: a poorly constructed memo failed to explain the rationale behind such a significant culture change, leaving Yahoo employees upset and frustrated and launching a national conversation about work-from-home policies. Yahoo CEO Marissa Mayer initially said via a spokesperson that the company does not discuss internal matters. But two months after the memo leaked, Marissa Mayer finally broke her silence. At a Los Angeles conference for human resource professionals, Mayer began speaking about Yahoo’s culture, but after a few minutes interrupted herself to address what she referred to as “the elephant in the room.” She refused to waver on the policy, explaining that some of the best ideas come from in-person collaboration and that the in-office policy was “wrongly perceived as industry narrative.” Case Study 3: Abercrombie & Fitch CEO Mike Jeffries’ old comments that drew new attention In 2006, Abercrombie & Fitch CEO Mike Jeffries gave an interview to Salon.com in which he stated that the retail chain’s clothes were exclusively for thin, attractive, “cool kids.” Those comments were brought back to life in the spring of 2013 when quoted in a widely-read read Business Insider blog post. The comments unleashed strong backlash from social media, consumers, popular bloggers and high- profile individuals. Jeffries waited 12 days after the Business Insider blog post was published to address the comments, but his words only attracted more negative attention. Rather than taking ownership of his statement and apologizing, Jeffries invalidated the public reaction by stating that the quote was “taken out of context,” and that he regretted his words “were interpreted in a manner that has caused offense.” Jeffries continued to face strong criticism from both the media and shareholders. In 2013, one of Abercrombie’s most significant shareholders wrote a nine-page letter to Abercrombie’s board, calling for the Page 3 of 5 company to replace Jeffries as CEO when his contract expired. Jeffries contract was renewed, but, after courting further controversy, he was finally forced to step down in 2014. The minimum requirement to score for this assessment is to make one post yourself (of approximately 500 words at least), and then respond to at least two other posts made by other students (approximately 100 words per response at least). Please note the following important points: • Your post should be in a clear, easy to read font, 12- point size. • Your posts and responses should be written in a professional manner, as if you were a business executive communicating with another executive on a public facing company online forum. • Try to support your points with examples rather than just present feelings or unsupported opinions. Readings for the assessment The text and all relevant journals found through the Academic Databases (found via the ICMS Library and MyAthens (EBSCOHost). Grading Criteria / Rubric See below ASSESSMENT BRIEF___________________________________________________ Page 4 of 5 Assessment Attributes Fail (Unacceptable) 0-49% Pass (Functional) 50-64% Credit (Proficient) 65-74% Distinction (Advanced) 75 -84% High Distinction (Exceptional) 85-100% (Grading Scheme) Fail grade will be awarded if a student is unable to demonstrate satisfactory academic performance in the subject or has failed to complete required assessment points in accordance with the subject’s required assessment points. Pass is awarded for work showing a satisfactory achievement of all learning outcomes and an adequate understanding of theory and application of skills. A consistent academic referencing system is used, and sources are appropriately acknowledged. Credit is awarded for work showing a more than satisfactory achievement of all learning outcomes and a more than adequate understanding of theory and application of skills. A consistent academic referencing system is used, and sources are appropriately acknowledged. Distinction is awarded for work of superior quality in achieving all learning outcomes and a superior integration and understanding of theory and application of skills. Evidence of in-depth research, reading, analysis and evaluation is demonstrated. A consistent academic referencing system is used, and sources are appropriately acknowledged. High Distinction is awarded for work of outstanding quality in achieving all learning outcomes together with outstanding integration and understanding of theory and application of skills. Evidence of in-depth research, reading, analysis, and original/creative thought is demonstrated. A consistent academic referencing system is used, and sources are appropriately acknowledged. Knowledge and Understanding 50% Limited understanding of required concepts and knowledge. Key components of the assignment are not sufficiently addressed. Adequate knowledge or understanding of the field or discipline. Resembles a recall or summary of key ideas. Often confuses assertion of personal opinion with information substantiated by evidence from the research/course materials. Thorough knowledge or understanding of the field or discipline/s. Supports personal opinion and information substantiated by evidence from the research/course materials. Demonstrates a capacity to explain and apply relevant concepts. Highly developed understanding of the field or discipline/s. Discriminates between assertion of personal opinion and information substantiated by robust evidence from the research/course materials and extended reading. Well demonstrated capacity to explain and apply relevant concepts. A sophisticated understanding of the field or discipline/s. Systematically and critically discriminates between assertion of personal opinion and information substantiated by robust evidence from the research/course materials and extended reading. Mastery of concepts and application to new situations/further learning. Content and Purpose 20% Does not meet minimum standard. Lacks a clear focus with large sections of unnecessary or irrelevant Meets minimum standard. Adequately defined focus and content with alignment to the Tourism and Progressing beyond minimum standard. Broad focus with most content clearly aligned to the Tourism and Hospitality industries. Mostly Significantly exceeds minimum standard. Clear focus with minimal unnecessary or irrelevant information
Answered Same DayOct 21, 2021MGT811ICMS (International College of Management Sydney)

Answer To: Microsoft Word - MGT811 A2 Peer Coaching Analysis and Plan FORUM POST.docx Page 1 of 5 Subject Title...

Parul answered on Oct 22 2021
135 Votes
Case Study 1: AOL CEO Tim Armstrong’s firing of a Patch employee and subsequent apology
Leader form the backbone on which company stands, if the leader faulters t
hen automatically entire organisation is dragged in rages of the dumps. I strongly feel that Tim Armstrong, CEO of AOL approach to reach out to his employees in order to communicate business updates and changes was diabolical. Furthermore, platform that could be leveraged to motivate employees was turned into a bashing ground which resulted in firing of a senior leader, Abel Lenz. This depicts that CEO Tim Armstrong wasn’t in the right mind while he was communicating with the employees. Therefore, it is imperative that initiatives like peer coaching is implemented for Tim Armstrong. It is a long-term professional strategy that can be effective in this scenario such that it can mirror as well as help to reflect on practice, communication tone, offers self-awareness of various leadership skills and how one can collaborate with others (Boersma, 2017). Peer-coaching can provide safe environment for one to realise where he is lacking as well as other manager to enhance their leadership skills. One can comprehend how to communicate effectively as well as how develop a collaborative environment (Boud, D., Cohen, R., & Simpson, J., 1999). This program also offers platform where leaders can also leave their title behind and become learner again. They can grasp how to communicate effectively, comprehend how to develop trust for being respectful in the relationship with employees. Another important advantage that peer coaching can provide is how to communicate...
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