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please read requirement clearly. it is about draw a strategic coherence mapfor Wal-Mart. not a paper.  the article link: http://jessicajacovino.weebly.com/uploads/1/0/4/3/10437613/final_case.pdf

  Final Assessment Due by Saturday, 11:59 p.m. (MT) end of Week 4 (165 pts) Previous versions of The Wedding Case Study should be revised and included with the final sections found in chapters 7 and 8.  Submit as one, final document.  The final document should be 5-7 pages in length.   CASE QUESTIONS 1.Using the schedule from Chapter 5, estimate the cost for each activity, 2.Determine the total budgeted cost for the project. 3.Prepare a budgeted cost by period table (similar to Figure 7.5) and a cumulative budgeted cost (CBC) curve (similar to Figure 7.6) for the project.    CASE QUESTIONS 1.Identify at least four risks that could jeopardize the wedding. 2.Create a risk assessment matrix including a response plan for each of the risks.    CASE STUDY 2: The Wedding Tony and Peggy Sue graduated from a university in Texas last May. She received a degree in elementary education, and he graduated from the culinary school. They both now work in the Dallas area. Peggy Sue teaches, and Tony is a chef at a resort hotel restaurant.It is Christmas Day and Tony asks Peggy Sue to get marry him. She excitedly accepts. They set a wedding date of June 30.Tony is from New York City. He is the only son of “Big Tony” and Carmella. He is known as “Little Tony” to his family. He has three younger sisters, none of whom are yet married. The family owns a restaurant called Big Tony’s, and all four children have worked in the restaurant since they were young. They have a large extended family with many relatives, most of whom live in New York City. They also have many friends in the neighborhood.Peggy Sue is from Cornfield, Nebraska. She is the youngest of four sisters. She and her sisters worked on the family farm when they were young. Her father passed away several years ago. Her mother, Mildred, now lives alone in the family farmhouse and leases the farmland to a neighboring farmer. Peggy Sue’s sisters all married local men and all live in Cornfield. All of their weddings were small (about 50 people), simple, and pretty much the same. Mildred has the wedding plans down to almost a standard operating procedure—9:00 A.M. ceremony at the small church, followed by a buffet brunch in the church hall, and that is about it. They really could not afford much more elaborate weddings because the income from the farm had been pretty meager. Peggy Sue’s sisters did not go to college, and she had to take out loans to pay for her college expenses.Tony and Peggy Sue decide to call home and announce the good news about their engagement and the forthcoming wedding.Tony calls home and tells his mom, Carmella, the news. She replies, “That’s great, honey! I’ve been waiting for this day. I can’t believe my little baby is getting married. I’m so excited. We’re going to have the biggest, best wedding ever. All our friends and family will come to celebrate. We’ll probably have 300 people. And, of course, we’ll have the reception at our restaurant; the banquet room should be big enough. I’ll tell your cousin Vinnie that you want him to be best man. You grew up together, although you haven’t seen much of each other since you went off to college in Texas. I’ll call Aunt Lucy as soon as we’re done talking and tell her that we want her little Maria and Teresa to be flower girls and little Nicky to be ring bearer. And, oh, I almost forgot the most important thing—your sisters, they’ll all be bridesmaids. I already know what color their gowns will be—a deep rose; they’ll be gorgeous. And sweetie, I didn’t ask your papa yet, but I know he’ll agree with me—on Monday, I’m going to call my friend Francine, the travel agent, and get two tickets for you for a two-week honeymoon in Italy. You’ve never been there, and you must go. It will be a gift from your papa and me. And tell Peggy Lee or Peggy Susie or whatever congratulations. We are so happy for both of you. It’s your wedding, and I don’t want to interfere. I’ll just be here to help. You know what I’m saying. So, my little Tony, whatever you want me to do, you just tell me. And one more thing, I’ll see Father Frank after Mass on Sunday and tell him to mark his calendar already for a two o’clock ceremony on June 30. Goodbye, my big boy. I’ll tell Papa you called. And I can’t wait to start telling everybody to get ready to party on June 30.”Peggy Sue also calls her mom to tell her the news about the upcoming wedding. Mildred responds, “That’s wonderful, dear. I’m glad you’re finally getting married. You waited so long with going off to college and everything. I’ll start getting everything ready. I know how to do this in my sleep by now. I’ll mention it to Reverend Johnson after Sunday service. I’ll tell your sisters to expect to be bridesmaids again in keeping with the family tradition. I guess Holley will be the matron of honor; it’s her turn. By the way, she’s expecting her third child probably right around the same time as your wedding, but I don’t think that will matter. Well, I guess pretty soon you’ll be having babies of your own, like all your sisters. I’m glad you are finally settling down. You should really be thinking about moving back home, now that you are done with college. I saw Emma Miller, your second-grade teacher, at the grocery store the other day. She told me she is retiring. I told her you would be excited to hear that and probably want to apply for her job.”“She said she didn’t think they would have too many people applying so you would have a good chance. You could move in with me. The house is so big and lonely. There is plenty of room, and I can help you watch your babies. And your boyfriend, Tony—isn’t he a cook or something? I’m sure he could probably get a job at the diner in town. Oh dear, I’m so happy. I’ve been praying that you would come back ever since you left. I’ll tell all your sisters the news when they all come over for family dinner tonight. It won’t be long before we’re all together again. Goodbye, my dear, and you be careful in that big city.”Tony and Peggy Sue start discussing their wedding. They decide they want a big wedding—with their families and friends, including a lot of their college friends. They want an outdoor ceremony and outdoor reception, including plenty of food, music, and dancing into the night. They are not sure how much it will cost, though, and realize Peggy Sue’s mother cannot afford to pay for the wedding, so they will have to pay for it themselves. Both Tony and Peggy Sue have college loans to pay back, but they hope that the money gifts they get from the wedding guests will be enough to pay for the wedding expenses and maybe have some left over for a honeymoon.It is now New Year’s Day, and Tony and Peggy Sue decide to sit down and start laying out the detailed plan of all the things they need to do to get ready for their wedding. 

It is said that if you are not leading change, you are not leading. Relate this statement to planned and unplanned change as well as to one or more approaches to change previously presented in this course. Do you agree or disagree with the statement above? What life experiences influence your opinion? Embed course material concepts, principles, and theories, which require supporting citations, along with at least two scholarly peer-reviewed references in supporting your answer. Keep in mind that these scholarly references can be found in the Saudi Digital Library by conducting an advanced search specific to scholarly references. Answering all course questions is also required. Use  APA style guidelines. Required Alodadi, A., & Benhin, J. (2015). Long term economic growth in oil-rich Saudi Arabia: What is the role for non-oil sectors? Economic Issues, 20(1), 109-129. Kadasah, N. A., & Ageel, M. A. (2015). The level of service quality dimensions of the banking system in Jeddah, Saudi Arabia. International Review of Management and Business Research, 4(4), 1044-1059.

 DUE IN 4 HOURS Imagine that you are a HR manager within that organization. You have been tasked with developing a training to help prevent future violations of the HR law. Describe who this new training is for and how it will be presented.  Compile research and information to include in your training.  Address the following in 700 to 1,050 words from your research: Summarize the situation. Discuss the law's requirements. Include information regarding what the law does, how it is executed, and the execution gaps of your selected organization. Recommend steps that organizational leadership should take in order to avoid challenges such as this one from happening in the future. Cite your outside sources with APA formatting.

 #1 Discussion- Health and Wellness Initiatives   Read the article "Be Healthy and Get Rewarded--Incentives Driving Engagement in Health and Wellness (Links to an external site.)Links to an external site.."  Taking into consideration some of the significant changes to health  insurance policies, please review the article and address the following  two questions. Explain your answers in at least 200 words.  As described in the article, what options do patients with  preexisting health conditions have in regards to wellness initiative  compliance? Are the new health plans truly helping consumers to live a better  and healthier lifestyle or are they actually hindering consumers ability  to freely pursue getting proper treatment, if needed, due to the fear  of high deductible costs? Respond to at least two of your classmates' posts. -Reply to Donald!  When  reading "Be Healthy and Get Rewarded--Incentives Engagement in Health  and Wellness", some of the significant changes to health insurance  policies can lead to more people being healthy if rewarded to be so,  forbes.com states that," if rewarded, 96 % of consumers would be  healthier , 75 % of consumers would have their blood pressure checked ,  73 % of consumers would lose weight and 68 % would have blood sugar or  cholesterol checks. In a recent survey by Accenture, 65 % of consumers  said the most important thing that a pharmaceutical company can provide  to consumers is rewards". I believe that new health plans that  organizations are offering are truly helping consumers to live better  and healthier because in order to retain quality employees organizations  need to offer something that not only benefits them but also the people  they employ. Martocchio, J.J. (2017) states that," discretionary benefits  represent a significant fiscal cost to companies, in 2009 companies  spent on average $14,000 per employee annually to provide discretionary  benefits". When organizations offer weight loss programs and gym  discounts it shows that they are investing in the people that work for  them. Organizations are competing on every level for quality employees,  so when everyone is competing the employees win overall. Martocchio, J.J. (2017). Strategic compensation: A human resource  management approach (9th Edition). Hoboken, New Jersey: Pearson  Education, Inc. ISBN 978-0-13-432054-0 www.forbes.com/sites/johnnosta/2014/04/09/be-healthy-and-get-rewarded-incentives -REPLY TO RHONDA!  According to the article, wellness programs that offer rewards and  incentives improve health and cuts costs for consumers (Nosta, 2010).  Offering incentives encourages people to participate in programs that  implement behaviors which allows them to improve their health while  saving money. However, employers are not required to offer wellness  programs and if they do it is up to the employee to participate. The  Patient Protection and Affordable Care Act of 2010 prohibits health  insurance companies from denying coverage or charging individuals more  because of preexisting conditions. PPACA also requires employers to  offer health insurance to employees and for the people that are not  employed, they are required to buy their own insurance (Martocchio,  2017). This law made insurance available to everyone, even those  individuals with preexisting conditions. If individuals with preexisting  conditions choose to participate in wellness programs it could improve  their health. The new healthcare plans can actually help consumers create a  healthier lifestyle if they take advantage of it. They can also hinder  consumers due to fear of high deductible costs. It is important and  beneficial for employers to implement wellness programs. Wellness  programs can help improve productivity in the workplace. They assist  employees with getting ahead of behaviors that lead to an unhealthy  lifestyle. Implementing wellness programs cuts down on costs associated  with seeking medical treatment and high deductible costs. References: Martocchio, J.J. (2017). Strategic compensation: A human resource  management approach (9th Edition). Hoboken, New Jersey: Pearson  Education, Inc. ISBN 978-0-13-432054-0 Nosta, J. (2014). Be Healthy and Get Rewarded--Incentives Driving Engagement in Health and Wellness. Links to an external site.Links to an external site.Retrieved from http://www.forbes.com/sites/johnnosta/2014/04/09/be-healthy-and-get-rewarded-incentives-driving-engagement-in-health-and-wellness (Links to an external site.)Links to an external site. #2 Discussion   Family and Medical Leave Act of 1993 and The Patient Protection and Affordable Care Act of 2010   Discuss the Family and Medical Leave Act of 1993 and the Patient  Protection and Affordable Care Act of 2010. What are the most prominent  elements to understanding these two acts? How do they impact the  employee and the organization?  REPLY TO DONALD-  In  1993 the Family and Medical Leave Act (FMLA) was passed to give  employees the opportunity to take leave from their job for family or  medical reasons without losing their job. This provides the employee to  be able to take 12 work weeks in a 12 month period for multiple reasons  such as; the birth of a child and can take care of it up to a year,  adoption of a child the employee can take up to 12 work weeks in a year  to take care of the child, if a family member has a serious health  condition the employee may take the time off to take care of that  individual, if an employee has a serious health condition and if an  emergency that is the result from the military ( military caregiver  leave) they receive 26 work weeks in a 12 month period to take care of  the family member who is in the military. Enacted in march 2010 the Patient Protection and Affordable Care Act  protects employees from losing their job if they get a tax credit after  buying a health care plan in the marketplace. The most prominent  elements to the understanding of the two acts is that there are a high  number of eligible employees that fall under these acts the  disappointing part is that if you dont know or understand these laws,  the company might not tell you therefore get you to work when it is your  right to have this time off. As an employee you need to understand what  a company can do legally if an emergency arises and if you as an  employee are covered under such acts. These acts impacts the employees  and organizations in different ways because for the employees it is a  buffer for an emergency in case you are unlawfully fired and for an  organization it can show as a benefit even though it is an employees  right to get this time because of the certain situation. Healthcare.gov(2011) www.dol.gov(1993)Family and Medical Leave Act/Wage  REPLY TO KATHRYN-   In  2014, legally required benefits cost employers an average of $5200 per  employee, and made up around 7.9 percent of all payroll costs  (Martocchio, 2017). The PPACA of 2010  will cause these numbers to increase because healthcare insurance is  now a legally required benefit (the employer mandate). Total compensation costs are expected to exceed 15.6 percent due to the PPACA (Martocchio, 2017). As  a result, the PPACA could have negative impacts on employers such as  adversely affecting their ability to set pay levels due to limits in  compensation budgets. The unemployed  are required to purchase health insurance through government approved  programs (also known as the individual mandate). Failure to participate on either the employer’s or employee’s part will result in fines.  The Family Medical Leave Act (FMLA) of 1993, provides employee’s job protected leave during medical or family emergencies. FMLA also assures that employees can return to work in either the same position, or the equivalent of the same position. FMLA  was developed due to the increasingly elderly population and the  recognition for adults to take of their aging parents and children, who  may both become sick and need care, putting a burden on employees who  fear losing their jobs.  Purcell  (2010), discusses the increased aging population and the effects that it  is having on retirement and the rest of the population. Purcell notes that as life expectancy increases, the number of eligible workers is decreasing after age 55 (2010). Additionally, retirement plan options are decreasing (Purcell, 2010).  FMLA  has certain minimum criteria which includes an employee of at least 12  months of service with their employer, employed by private/ civilian  employer or a federal government employer, and provided at least 1250  hours of work/ service over the 12 months of employment. Some  exclusions apply to employers such as an employer with less than 50  employees and live within 75 miles of the employee’s homes.  Employees  may have to use their PTO, vacation, sick, or personal time as part of  the initial FMLA period, if they have time available. This helps to compensate the employer because the employee is using their saved paid time.  If the employee does not have 12 weeks of PTO saved, then the employer approves the rest of the FMLA but it is unpaid. Employees  benefit from FMLA because they retain their seniority and pay level,  currently enrolled benefits, but cannot add or change any benefits.  Major  revisions of the FMLA which are important to both the employer and  employee include the January 2009 revision which allowed leave  opportunities for military personnel, and the revision in 2015 which  offered same-sex marriage couples the same FMLA benefits as other  couples. Finally, a revision in 2004 allowed employees to receive up to 55 percent of the wages during FMLA time.  References Martocchio, J. (2017). Strategic Compensation: A Human Resource Management Approach (9th ed.). Hoboken, NJ: Pearson. Purcell, P. (2010, April).  Pension sponsorship and participation: Summary of recent trends. Journal of Pension Planning and Compliance, 36(1), 30-48.  Retrieved from the ProQuest database.

400 Words   In the past decade, the human resources (HR) function gained strategic positioning within organizations as the need for professional competencies in managing human talent became recognized. Within the field of HR, disciplines, also called specialties, provide critical skills to the organization. These disciplines/specialties include training and development, recruiting, compensation, benefits, labor relations, employee and organizational development, etc. For this assignment you will need to identify an HR discipline that interests you and/or closely aligns with your current or future career goals. For example, you may already be working in training and development or that discipline may align with your future career goals or, you may be in management and want to learn more about the recruiting process because you are involved with hiring new candidates. After you have identified your HR discipline of interest, you will need to explore and describe your chosen discipline in your discussion board response. Below are some links to visit to help with your research and exploration: To learn more about where to explore and research your chosen discipline, please watch the following tutorial: http://breeze.careeredonline.com/p19833573/ Now that you have watched this tutorial, you should have a better idea about how to research career fields within Human Resources that are of interest to you. Below you will find links, some require a paid membership WHICH IS NOT CLASS REQUIREMENT, that will further define for you the parameters of certain HR specialties. These are optional, however they are an excellent resource so consider using them to help answer the course questions. Careeronestop: www.careeronestop.org(Search for Human Resources in the top right hand “Site Search” box) Society for Human Resource Management: www.shrm.org/pages/default.aspx Benefits: www.shrm.org/hrdisciplines/benefits/Pages/default.aspx Business Leadership & Strategy: www.shrm.org/hrdisciplines/businessleadership/Pages/default.aspx Compensation: www.shrm.org/hrdisciplines/compensation/Pages/default.aspx Consulting: www.shrm.org/hrdisciplines/consultants/Pages/default.aspx Diversity: www.shrm.org/hrdisciplines/Diversity/Pages/default.aspx Employee Relations:www.shrm.org/hrdisciplines/employeerelations/Pages/default.aspx Ethics and Corporate Social Responsibility: http://www.shrm.org/hrdisciplines/ethics/Pages/default.aspx Global HR: www.shrm.org/hrdisciplines/global/Pages/default.aspx Labor Relations: www.shrm.org/hrdisciplines/laborrelations/Pages/default.aspx Organizational and Employee Development: www.shrm.org/hrdisciplines/orgempdev/Pages/default.aspx Recruiting/Staffing Management:www.shrm.org/hrdisciplines/staffingmanagement/Pages/default.aspx   Now that you have learned more about your chosen discipline respond to the following set of questions that best apply to you (You only need to respond to one set of questions). Currently working in chosen discipline: What is one new thing you learned by researching this area? Describe what you do at your current position that matches the information you found? Share something you do at your current position that you did not discover during your research, which you feel would be beneficial to share with your classmates? Chosen discipline is your future career goal: What did you learn from your exploration that you did not know before? After your research, is this still an area that interests you? Include why or why not? After learning more about this field, do you feel you have the skills and experience required for this field? Why or Why not? Currently working in a field outside of HR or planning on pursuing a field outside of HR: What did you discover from your exploration Has learning about this discipline changed how you view your current or future career? Why or Why not? What is one thing you learned from your exploration that can be applied to your current or future career?

Read Case 10: “Banking Industry Meltdown: The Ethical and Financial Risks of Derivatives.”Write a four to six (4-6) page paper that answers the following questions: 1.Determine which moral philosophy (as discussed in Chapter 6) is most applicable to an understanding of the banking industry meltdown. Explain your rationale. 2.Analyze the case study and discern if the “white collar” crimes committed differ in any substantive manner from other more “blue collar” crimes. 3.Determine and discuss the role that corporate culture played in banking industry scenario. Support your response with specific examples. 4.Postulate how leaders within the banking industry could have used their influence to avert the industry meltdown. 5.Include at least three (3) references, no more than three (3) years old, from material outside the course. The format of the paper is to be as follows: •Typed, double-spaced, Times New Roman font (size 12), one-inch margins on all sides (APA format). •Type the question followed by your answer to the question. •In addition to the four to six (4-6) pages required, a title page is to be included. The title page is to contain the title of the assignment, your name, the instructor’s name, the course title, and the date. Note: You will be graded on the quality of your answers, the logic/organization of the report, your language skills, and your writing skills.

  Managing the quality and cost of co-morbid populations is one of the most challenging aspects of health leadership. In this Discussion, you are challenged with selecting those data which will be most helpful in the management of Medicare populations. As health information exchanges (HIEs) progress at the state, federal, and nation level, health leaders are tasked to participate in the development of analytics tools that can be used to pull data and inform policy practice. Scenario:   Examine the CMS Chronic Conditions Triads: Prevalence and Medicare Spending spreadsheet located in your Learning Resources. Familiarize yourself with CMS data regarding chronic conditions and Medicare spending (CMS.gov), beginning with the first tab in the spreadsheet, titled Overview, that summarizes the data sources, study population chronic conditions, and socio-demographic variables involved in the data. Note that the remainder of this data set presents five years of data on various triads of chronic conditions that represent material co-morbidities studied by CMS. With the CMS development of ACO’s (accountable care organizations) there is an emphasis on managing certain chronic conditions to minimize hospital readmissions. The pro-active medical management of heart failure, specifically CHF (congestive heart failure), is a focus in trying to prevent unnecessary hospital admissions. In the medical management of this condition and associated comorbidities such as diabetes chronic kidney disease and hyperlipidemia, patients must manage both their fluid intake and maintain a rigorous regime of medication such as beta-blockers. A lack of medication compliance and or fluid management in these patients often results in repeated emergency room visits and or hospital readmissions to stabilize physiologic parameters. In this scenario assume you are an administrator of an integrated delivery network who is working with CMS on developing an ACO. Using these historical, five year data on CMS patients with comorbidities related to Heart Failure and per capita spending, you are asked to work with an IT analyst to lead the design of the functional requirements for the data warehouse. This business intelligence application will upload information from your organization to CMS as a part of the ACO. Senior leaders want to understand which HIT systems and which data within those HIT systems will be required to contribute relevant information to CMS regarding comorbidities on heart failure patients. They also want to understand the availability of those data and the level of quality of those data in the organization, as they will be key to the financial parameters set within   the ACO agreement.  Review the high volume Medicare Data Scenario. In this scenario you are asked to work with a complex dataset of co-morbidity data of patients that have three concurrent co-morbid conditions (Chronic Condition Triads: Prevalence and Medicare Spending). How can data from HIT systems be used to formulate useful information to facilitate in the management of this population? To prepare: Using the health care information systems standards for clinical and financial data discussed in Week 6 (Chapter 11 of Health Care Information Systems: A Practical Approach for Health Care Management), identify specific types of data (data sets, standards, examples of those data) that can be redeveloped into Big Data tools and used to address the management of population health initiatives. Define a “Big Data” analysis dataset to include in a data warehouse by identifying two specific types of clinical and financial data from the Chronic Condition Triads: Prevalence and Medicare Spending dataset in your Learning Resources that you feel could be used to drive behavior change in the patient and provider populations. This Big Data dataset will become the focus of your Discussion. Post: Explain why the two specific types of clinical and financial data you selected as your Big Data dataset would best affect behavior change in the type of co-morbid Medicare populations served in the scenario. Explain and assess how this Big Data dataset can change the behaviors of health care providers in the scenario. Assuming that your Big Data dataset is going to be shared in a regional health information exchange, explain how the Centers for Medicare and Medicaid Services and private payers might use these regional data sets to increase value in delivering services to co-morbid Medicare patient populations in the region.

MUST BE ORIGINAL & PASS SAFE ASSIGN     Instructions  Imagine yourself as the task force committee leader at this organization. You have been tasked with analyzing hindrances to organizational efficiency. You must propose strategic solutions. Create a full report in which you do the following: PLEASE REMOVE THE TEXT IN RED THROUGHOUT THE PAPER AND REPLACE WITH THE REQUIRED INFORMATION!! 1. Describe the Organization and the Issue to Resolve Provide a brief description of the organization you      selected.  Present the organizational issue that adversely affected      productivity and that you, the task force leader, will review and resolve.      Describe the issue and explain why it is an issue and how it affects      productivity.  2. Analyze Current Corporate Culture · Describe the Organizational Culture.  · Review the mission and vision statements as well as the corporate website and include information about these in your review.  · How has the current corporate culture facilitated the development of the current issue? Research the organization, dig into the culture, and analyze how it contributed to this issue.  3. Identify Areas of Weakness What are the organization’s areas of weakness?  Using your research on organizational behavior      approaches to corporate culture, diversity, teamwork, and motivational      strategies, identify areas and then describe each. 4. Propose Solutions · What organizational practices would you modify?  · What solutions should your task force recommend to management?  · As the leader of the task force, identify the suggestions you would present to the organization’s leadership with regard to modifying current organizational practices to resolve the issue. · The solutions must be aligned with the identified weaknesses and the problem you presented.  5. Prepare an Executive Summary Summarize your recommendations and research findings in      a one-page executive summary that you will present to the CEO in an      upcoming executive meeting.  Note: An executive summary is a condensed version of      your full report.  It should summarize briefly all the main points in      concise paragraphs. It should be      written clearly and should use language appropriate for the audience. You will write this last.  Sources · Be sure to cite all your sources; provide at least two (2) qualified sources (i.e., peer-reviewed journals, government, or a professional organization Website).  · Note: Wikipedia and other Websites do not quality as academic resources · Please review the Writing Standards document for additional information about how to format the sources.  · For each source listed here, you should have at least one in-text citation in the body of the paper.  · Number the sources.  · List the sources in the order they appear in your paper. 

JUST FINISH TASK 1 ONLY . I ONLY ASK FOR TASK 1 TO BE DONE IN EACH ASSESSMENTS    <3 THANKS <3