Business research report APA Style 4-6 pages

This report need to be  APA style and include an executive summary as well as have at least 6 peer reviewed reference.  The original assignment question is listed below. The content needed to cover is already briefed in the powerpoint slides 7-10. Also attached is the case study material as well as the essay template. 

Please contact me for further questions. 

Thank you

CLA 2 Final presentation

PRESENTED BY

Claire wu

Agenda
Walk through of prior assignments and learnings
PA1
CLA1
PA2
CLA 2 Hy Dairies case revisit
Case overview
Problems and issues identified
New learnings and takeaway
Recommendations
Reelections on learning of this course

Pa1 Hy Dairies
Applied knowledge of stereotyping and social identity theory to explain the issue in the situation
Identified the perceptual errors such as false consensus and recency effect presented in the decision making process that lead to the organizational conflict
Discussed on potential solutions to minimize perceptual biases and reduce unfavorable conflict at workplace

CLA1 IDEO CASE
Analysis of activities and processes carried out by IDEO in producing an innovative product portrays a decision intensive, timeline-oriented process, excellent leadership skills, and creativity at its best.

PA2 Conifer Corp case study
Mini case study of Conifer Corp on the decrease performance of packaging department
Observed the symptoms of things that went wrong
Identified the contributor of the issue:
Lack of supervision
Unfavorable team norms
Lack of incentive or reward program
Recommended corrective actions

Cla2
Hy Dairies case revisit
APPLY MORE LEARNT CONCEPTS AND AIM FOR A RECOMMENDATIONS TO RESOLVE THE ISSUE

Case over view
IDENTIFY THE ISSUE
Organizational conflict between the VP marketing Syd Gilman and newer marketing staff Rochelle Beauport
Misperceptions and stereotype of the VP towards staff
Factors that contributed to the misperception
White man vs. colored women
Tenured manager vs. relatively new staff
Career elevated through the research coordinator experience vs. being critiqued on as colored women at marketing field
Assumptions that women would prefer stable and more supportive roles than front facing roles

Syd Gilman, the vice marketing president at Hy Dairies perceived Rochelle Beauport as a potential marketing staff responsible to improve the sagging sales of Hy’s gourmet ice cream brand, thus decided to reward her with a new post of a marketing research coordinator that was taken by him as a valuable post in marketing field. Rochelle Beauport, unfortunately had a different perceptions and expectations that leading her into a difficult decision making situation of whether to confront Gilman on perceived discrimination issue or to leave the company.

concepts
IDENTIFY THE ISSUE
Stereotyping
Social identity theory application to this case
Categorization
Social Identification
Social Comparison
Perceptual errors such as false consensus and recency effect presented in the decision making process that lead to the organizational conflict
Stereotype refers to over generalized belief about a particular group or class of people. (Cardwell, 1996).
Social Identity Theory is described as a theory that predicts certain intergroup behaviors on the basis of perceived group status differences, the perceived legitimacy and stability of those status differences, and the perceived ability to move from one group to another. (Tajfel & Turner,1979)

NEW LEARNINGS
Power and influence at workplace
Legitimate power: an agreement among organizational members that people in certain roles can request certain behaviors of others
Referent power: the capacity to influence others on the basis of an identification with and respect for the power holder (interpersonal attraction/charisma)
Managerial Leadership: a leadership perspective stating that effective leaders help employees improve their performance and well-being toward current objectives and practices
Team Norms: The informal rules and shared expectations that groups establish to regulate the behavior of their members
We define appropriate behavior by reference to the norms of groups we belong to.

Organizational culture
Recommendations
Resolve the conflict through negotiation
Improve favorable leadership practices

Promote culture of inclusion to encourage team cohesion and team trust and build better working environment
Increase workplace diversity

Reflections
The study of organizational behavior gives insight on how employees behave and perform in the workplace. It helps us develop an understanding of the aspects that can motivate employees, increase their performance, and help organizations establish a strong and trusting relationship with their employees.

Thank you

Reference
Bergin, S. (1996, 07). Increase productivity by sharing profits. Transportation & Distribution, 37, 98. Retrieved from https://search.proquest.com/docview/234163482?accountid=158986
Levitt, J. (2013). Active supervision improves productivity. Law & Order, 61(1), 58-59. Retrieved from https://search.proquest.com/docview/1355506564?accountid=158986
Moskal, B. S. (1990). World class manufacturing: Supervision (or lack of it). Industry Week, 239(23), 54. Retrieved from https://search.proquest.com/docview/219735335?accountid=158986
McShane, S., & Von Glinow, M. A. (2017). Organizational behavior (7th ed.). McGraw-Hill Higher Education
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635. Retrieved from https://search.proquest.com/docview/199846666?accountid=158986
Kato, T., & Kauhanen, A. (2018). Performance pay and enterprise productivity: The details matter. Journal of Participation and Employee Ownership, 1(1), 61-73. doi:http://dx.doi.org/10.1108/JPEO-03-2018-0013
Pornthepkasemsant, P., & Charoenpornpattana, S. (2019). Identification of factors affecting productivity in Thailand’s construction industry and proposed maturity model for improvement of the productivity. Journal of Engineering, Design and Technology, 17(5), 849-861. doi:http://dx.doi.org/10.1108/JEDT-10-2017-0109
Strongman, K. T., & Burt, C. D. B. (2000). Taking breaks from work: An exploratory inquiry. The Journal of Psychology, 134(3), 229-42. doi:http://dx.doi.org/10.1080/00223980009600864

Running head: NORTHEASTERN EQUIPMENT COMPANY

1

NORTHEASTERN EQUIPMENT COMPANY 3

Northeastern Equipment Company

Star Student

Westcliff University

BUS 680: Introduction to Supply Chain Management

David Johnson, Ph.D.

Month Date, Year

Northeastern Equipment Company

Introduce material here… Remember, each case study must have the heading listed below and must be answered according to instructions; each heading is worth a percentage of each case grade. This is how I want your paper turned in. Your audience is someone like your roommate – intelligent, educated, but has NO IDEA what the case study is about.

This is generally one paragraph. The easiest way to explain this section is to think of it like an abstract or introduction. This section, if written properly, can actually act as the abstract for this paper. It will, in a sense, set up the rest of the paper, which is the review of the case, analysis, recommendations, and the summary and conclusions sections. Remember that you got this information from the textbook. Consequently, you should cite Swink, Melnyk, Cooper, and Hartley (2017). You should NOT write “According to the textbook” as your reader has NO IDEA who or what is that.

If there is a second paragraph, it will look like this. The paper should be written in third person narrative. I do not want to see you writing in the first person. Note: I have bolded the required headings that must be present in the paper and please keep bolded. One other note: a business is an “it,” not a “they.” Remember that when you use pronouns describing a business.

Review/Analysis of the Case

In this section, you will briefly describe what you will cover. It should only take a few sentences.

Major Facts

State here the major facts as you see them. Make statements clear and concise for your own understanding as well as for the understanding of the other students and the instructor.

Major Problem

State here the major problem as you see it. Emphasize the present major problem. There may be more than one major problem. A good problem statement will be concise, usually only one sentence

Possible Solutions/Alternatives

Describe what you will cover in this section

Proposed solutions. You will list each briefly. List here the possible solutions to the major problem. Let your imagination come up with alternative ways to solve the problem.

Solution 1. This is level 3 leading…

Advantages. This is level 4 heading…

Disadvantages
. This is level 4 heading…

Solution 2. This is level 3 heading…

Advantages. This is level 4 heading…
Disadvantages
. This is level 4 heading…

Solution etc. This is level 3 heading…

Advantages. This is level 4 heading…
Disadvantages
. This is level 4 heading…

Choice and Rationale

State here your choice, A or B or ___ and the detailed reasons for your choice. You may also state your reasons for not choosing the other alternative solutions.

Implementation/The Action Plan

Who does what, where, how, when, and so forth.

Also, you must provide at least six scholarly references and cite the references in the form of in-text citations in the body of the paper (i.e., the textbook and six additional peer-reviewed sources). Again, when you reference material in your paper, you must also have in-text citations in the body of the paper for each reference. Remember, EVERY citation must correspond to a reference and EVERY reference must correspond to a citation. You CANNOT have one without the other.

Summary and Conclusions

This section will tie together all sources used for this case study, conclusions drawn from the reading and any inconsistencies. This section will generally be one to two paragraphs. Notice the paper has a continuous flow; there are no page breaks between sections. The only page breaks occur between the title page and the introduction and the summary/conclusions and the reference page. All references for the case study must appear on a separate page (see the following page for an example).

References

This section will reference all original work cited throughout the paper. The heading should appear at the top of the page and all reference material should be listed below in alphabetical order by first last name; also, the title for books is always in italic format and in sentence form. In contrast to book references, the title for articles is in sentence format, not in italic, but the name of the publisher is in italic. See examples below:

Barzani, R. S. (2014). Studying the effects of business strategies on the organization’s
performance in regards to human resources’ policies at the social security insurance
companies based. International Journal of Academic Research in Business and Social
Sciences, 4(5), 549-561.

Chopra, M., Munro, S., Lavis, J. N., Vist, G., & Bennett, S. (2008). Effects of policy options for

human resources for health: An analysis of systematic reviews. The Lancet, 371(9613),

668-74.

Holt, D. (2016). Branding in the age of social media. Harvard Business Review (online). Retrieved from: https://hbr.org/2016/03/branding-in-the-age-of-social-media

McShane, S., & Von Glinow, M. (2013). Organizational behavior (6th ed.). New York, NY:
McGraw-Hill

Meyer, M., & Crane, F. (2014). New venture creation: An innovator’s guide to entrepreneurship (2nd ed.). Thousand Oaks, CA: Sage Publications

Swink, M., Melnyk, S., Cooper, M. B., & Hartley, J. (2017). Managing operations across the supply chain (3rd ed.). New York, NY: McGraw-Hill/Irwin

You must also provide a reference for all sources used to support the case study. (Note: As a minimum, the textbook and six additional peer-reviewed sources will be used and referenced.)

CASE STUDY 3.1 HY DAIRIES, INC.

Page 90

Syd Gilman read the latest sales figures with a great deal of satisfaction. The vice president of marketing at Hy Dairies, Inc. (Hy), a large Midwestern milk products manufacturer, was pleased to see that the marketing campaign to improve sagging sales of Hy’s gourmet ice cream brand was working. Sales volume and market share of the product had increased significantly over the past two quarters compared with the previous year.

The improved sales of Hy’s gourmet ice cream could be credited to Rochelle Beauport, who was assigned to the gourmet ice cream brand last year. Beauport had joined Hy less than two years ago as an assistant brand manager after leaving a similar job at a food products firm. She was one of the few women of color in marketing management at Hy Dairies and had a promising career with the company. Gilman was pleased with Beauport’s work and tried to let her know this in annual performance reviews. He now had an excellent opportunity to reward her by offering her the recently vacated position of market research coordinator. Although technically only a lateral transfer with a modest salary increase, the marketing research coordinator job would give Beauport broader experience in some high- profile work, which would enhance her career with Hy Dairies. Few people were aware that Gilman’s own career had been boosted by working as marketing research coordinator at Hy several years before.

Rochelle Beauport had also seen the latest sales figures on Hy’s gourmet ice cream and was expecting Gilman’s call to meet with her that morning. Gilman began the conversation by briefly mentioning the favorable sales figures, and then explained that he wanted Beauport to take the marketing research coordinator job. Beauport was shocked by the news. She enjoyed brand management and particularly the challenge involved with controlling a product that directly affected the company’s profitability. Marketing research coordinator was a technical support position—a “backroom” job—far removed from the company’s bottom- line activities. Marketing research was not the route to top management in most organizations, Beauport thought. She had been sidelined.

After a long silence, Beauport managed a weak, “Thank you, Mr. Gilman.” She was too bewildered to protest. She wanted to collect her thoughts and reflect on what she had done wrong. Also, she did not know her boss well enough to be openly critical.

Gilman recognized Beauport’s surprise, which he assumed was her positive response to hearing of this wonderful career opportunity. He, too, had been delighted several years earlier about his temporary transfer to marketing research to round out his marketing experience. “This move will be good for both you and Hy Dairies,” said Gilman as he escorted Beauport from his office.

Beauport was preoccupied with several tasks that afternoon but was able to consider the day’s events that evening. She was one of the top women and few minorities in brand management at Hy Dairies and feared that she was being sidelined because the company didn’t want women or people of color in top management. Her previous employer had made it quite clear that women “couldn’t take the heat” in marketing management and tended to place women in technical support positions after a brief term in lower brand management jobs. Obviously Syd Gilman and Hy Dairies were following the same game plan. Gilman’s comments that the coordinator job would be good for her was just a nice way of saying that Beauport couldn’t go any further in brand management at Hy Dairies.

Beauport now faced the difficult decision of whether to confront Gilman and try to change Hy Dairies’ sexist and possibly racist practices or to leave the company.

Discussion Questions

1. Apply your knowledge of stereotyping and social identity theory to explain what went wrong here.

2. What other perceptual errors are apparent in this case study?

3. What can organizations do to minimize misperceptions in these types of situations?