Admg 371 Final Project Sample Answers Below Is An Actual Stu

Admg 371 Final Project Sample Answersbelow Is An Actual Student Exampl

Prepare a 4-6 page memo analyzing a workplace visit and interview with an administrative manager or supervisor at a company with at least 25 employees. The memo should include an introductory paragraph describing the company visited, followed by sections analyzing and reacting to questions asked in five key areas: Management Career Paths, Management Theories, Effective Supervision, Leadership Essentials, Planning, Goal Setting, and Achieving Results, Staffing Essentials, Setting Up Employees for Success, Appraising and Rewarding Performance, Project Management, and Paper and Electronic Records Management. Additionally, include a section with Career Advice received during the interview and attach the completed questionnaire as an appendix. Use key terms from course content, provide analysis and reflection, and ensure the paper is well-structured, concise, and insightful.

Paper For Above instruction

The purpose of this project is to bridge academic learning with real-world management practices through an organizational visit and interview, enabling students to critically analyze management concepts and apply them to actual business operations. The process involves selecting a suitable organization, preparing questions aligned with course chapters, conducting the visit, and then composing a comprehensive report that synthesizes observations with theoretical frameworks.

In the introductory paragraph, the student must describe the organization visited, providing essential details such as location, size, industry, and reasons for selecting this company. This sets the context for the subsequent analysis, establishing a foundation for understanding how theoretical concepts manifest in practice. It is vital to emphasize the relevance of the organization to the student's major or interests, and to outline initial impressions based on the visit.

The core of the report focuses on critically examining the interview responses within the specified areas. For management career paths, the analysis should explore how educational background and soft skills like adaptability and communication influence career progression, referencing current industry standards and academic models. For instance, the student might evaluate the importance of continuous professional development programs in fostering employee growth and retention, citing sources like the Society for Human Resource Management (SHRM, 2022).

Regarding management theories, the analysis should scrutinize how the organization applies principles such as Fayol's functions or the four management functions—planning, organizing, leading, controlling. For example, if the interviewee highlights a focus on planning, the paper should interpret this within the context of strategic management theories, referencing scholars like Drucker (1954) or Mintzberg (1994). The discussion can extend to social media's role, weighing advantages and disadvantages based on the interviewee's insights and current research (Kaplan & Haenlein, 2010).

The effective supervision section involves evaluating supervisory roles and essential skills. The paper should analyze how the organization emphasizes leadership roles like motivating, directing, and evaluating employees, tying these to models such as Kouzes and Posner's leadership practices (2017). Reflection on the interviewee's commentary about supervision challenges, such as managing diversity or remote work, offers real-world insights into supervision dynamics.

Leadership essentials are discussed by comparing the characteristics identified by the interviewee with established leadership theories—transformational, transactional, servant leadership. For example, the paper might examine whether the organization fosters transformational leadership traits like inspirational motivation, connecting this to academic literature (Bass & Avolio, 1994). If the interviewee mentions situational leadership, the report should analyze how flexibility influences organizational adaptability (Hersey & Blanchard, 1969).

The planning, goal setting, and results section requires evaluating how the organization aligns its mission and values with strategic goals. Discussions should incorporate concepts from strategic planning frameworks (Kaplan & Norton, 1996) and analyze the effectiveness of linking planning to accountability, based on interview responses. The student should critically assess whether the organization employs SMART goal methodologies or other best practices.

Similarly, the staffing essentials segment must analyze recruitment, selection, and diversity strategies, referencing contemporary HR theories such as the resource-based view (Barney, 1991). Reflection on how the organization prepares new employees, supports diversity, and manages talent provides practical insights into staffing effectiveness.

The section on setting up employees for success involves evaluating training programs, onboarding, work schedules, and support systems. The paper should critique the alignment of these initiatives with best practices in human resource development (Noe, 2017). For example, if flexible schedules are used, the analysis should explore their impact on employee engagement and productivity.

Appraising and rewarding performance involves explaining the performance appraisal methods and reward systems described in the interview, linking them to motivation theories like Herzberg's two-factor theory (Herzberg, 1966). The paper should assess whether rewards are intrinsic or extrinsic and evaluate their alignment with organizational goals.

The project management segment involves assessing how teams are structured, the type of project management software used, and the importance of teamwork. References to project management methodologies such as Agile or Waterfall, and their applicability in the workplace, can deepen the analysis (PMI, 2017).

Finally, the paper examines records management practices, including how the organization maintains and secures physical and electronic records, referencing legal and compliance standards such as GDPR or HIPAA when relevant (Buchanan, 2019).

The inclusion of career advice provided by the interviewee offers personal guidance rooted in practical experience, adding a mentorship perspective to the report. The attachment of the questionnaire as an appendix supports the transparency and academic integrity of the project.

References

• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage publications.
• Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of management, 17(1), 99-120.
• Buchanan, P. (2019). Records management and legal compliance. Business Law Review, 45(3), 219-228.
• Drucker, P. F. (1954). The Practice of Management. Harper & Row.
• Hersey, P., & Blanchard, K. H. (1969). Management of organizational behavior: Utilizing human resources. Prentice-Hall.
• Hogan, R., & Kaiser, R. (2005). What you see may not be what you get: Personality assessment in organizations. Personnel Psychology, 58(1), 125-152.
• Kaplan, A. M., & Haenlein, M. (2010). Users of the world, unite! The challenges and opportunities of social media. Business horizons, 53(1), 59-68.
• Kaplan, R. S., & Norton, D. P. (1996). The Balanced Scorecard: Translating strategy into action. Harvard Business Press.
• Kouzes, J. M., & Posner, B. Z. (2017). The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations. Wiley.
• Mintzberg, H. (1994). The Rise and Fall of Strategic Planning. Free Press.
• Noe, R. A. (2017). Employee Training & Development. McGraw-Hill Education.
• PMI. (2017). A Guide to the Project Management Body of Knowledge (PMBOK® Guide). Project Management Institute.
• Shrm. (2022). Building a Culture of Continuous Learning in Organizations. Society for Human Resource Management.