Select a global business executive to interview concerning how he/she manages change within his/her global organization.

Develop your list of questions for your interview.

Conduct your interview.

Review Global Change Management Executive Interview Paper Instructions.

Instructions for Writing the Interview Paper

In this paper, you are to utilize a change management model and connect the concepts of the model to what the practitioner has told you about his or her efforts in effectuating change management across a global organization. You are expected to use examples from the interview to illustrate elements of the change model.

You may organize your interview paper in a number of ways, but one acceptable way to organize your paper is to include the following sections:

1. Introduction – Explain your purpose in the paper and what you are covering in the paper.

2. Brief Explanation of the Elements of the Change Model – You do not need to explain the entire model, but you need to include an explanation of the specific parts of the model that you are using in the paper.

3. Description of the Person Interviewed and the Activities/Responsibilities of the person.

4. Application of the Model to the Information you uncovered in the Interview- In this section you will use examples from your interview to illustrate specific elements of the change theory.

5. Conclusion – Summarize what you learned about the leader in this assignment in the context of change management in a global environment. In addition, provide recommendations for what the individual and/or the organization can do in the future to enhance or maintain global change management.

Remember to express all of the above in the context of Global Change Management.

Your paper must be 10-15 pages, double-spaced, and include a cover page with an appropriate title.

You must use a minimum of 5 sources for your paper (the interview can be used as one of the sources).

APA compliance is required.

Your interview paper must include the following information.

* Name of Person Interviewed
* Organization/Company
* Address
* Telephone Number
* eMail Address
* Date of Interview
* The list of questions you prepared for the interview.

Whendealing with issues such as professional ethics, the stakes can behigh. This is why such care is taken to painstakingly clarify terms suchas integrity and independence in the AICPA Professional Code ofConduct, as they could otherwise be open to interpretation. In thisweek’s discussion, you will find illustrative examples of these keyprinciples to share and discuss with your peers.

First, review the terms and definitions identified in the “Principles of Professional Conduct” section of the preamble to the AICPA Professional Code of Conduct.Select one of the principles (e.g., responsibilities, public interest,integrity, objectivity and independence, due care, or scope and natureof services) and research a current event that demonstrates thatprinciple being threatened or otherwise not adhered to. (This does notneed to be a case strictly about accounting—it could be any relevantbusiness scenario. If you have trouble finding a current event, you cancreate a hypothetical scenario related to your final project business.)

In your responses to your peers, consider what safeguards could beapplied to address the scenarios that your peers have presented. Howwould you act in that scenario? What actions or strategies could you orothers take to remediate the ethical issues?

To complete this assignment, review the Discussion Rubric document.

https://pub.aicpa.org/codeofconduct/Ethics.aspx

Peer Post 1

Holly Eaton

TheAicpa is a code of conduct is to ensure that its members serve theinterests of their clients with a high degree of integrity, technicalcompetency, and diligence. Gives them rules and guidelines to follow aswell. So a scenario that would fit in the general standard rules is notfollowing protocol. Say Dave was my CPA and recorded a sale ofmerchandise on the last day of the third quarter. Dave never receivednotification of a sales invoice or record to ascertain that the salestransaction had actually occurred or gone through. Although this was adeparture from company policy, Dave recorded the transaction withoutconfirming the transaction was completed. Dave did not exercise hisprofessional care and had a responsibility to obtain efficient up todate records that would provide him with thge knowledge he needed toperform his job duties. Therefore this would be coinsidered a violationof general standard rules.

Peer Post 2

Chemaya Stephenson

TheAicpa is a code of conduct that provides guidance and rules to allmembers and help establish a performance scale in ones professionalresponsibilities. The principles of the Aicpa are responsibilities, thepublic interest, integrity, objectivity, independence, and preamble.There are alot of current events that are in violation with the publicinterest code. Mainly, the public interest code is to ensure trustpeople and the organization and ensure privacy between ones information.With the recent data breaches in big corporations and credit unions itis in violation of the people interest because that information is nowpublic knowledge which of course breaks the privacy agreement betweencustomer and the organization.

Please respond to the following: The discussion questions given please produce 200 words about each numbered question. please place answers under each bullet point. In Addition a response must be given back (100 words) to the other students Mia Pullom and Kimberlee Bryant for both responses.

1) As a young, aspiring artist, Queen Latifah had to identify areas of her career where she needed to build up her confidence to succeed. In the Webtext, you also chose an area to build up your confidence in your career.

Please describe what it is about that area that you want to specifically improve. Explain why you chose this area and how working on it will have a positive impact on your career.

providing a tip to your classmate to help them build confidence in the area they chose.

Mia Pullom

RE: Sample Response & Peer Reply

Identify a company you want to work for upon graduation. Research the company and any job openings that company might have.
Write a 2-3 page paper that includes background information on the company, requirements of a job you want to apply for, and what you might need to do to meet those requirements prior to application.
You should use at least two sources (Wikipedia does not qualify as a viable source) and at least one should be a printed source. Use appropriate citations and include a title page and a reference page (not part of the 2-3 page requirement) in APA style.
Technical requirements:
1″ margins; left justification; 12 pt. Arial font; appropriate headings/subheadings
Submit the report as a word document.

Discussion: Strategy Implementation and Strategic Control

Week 1:

In order to properly implement a strategic plan, organizations use structure, various control systems (budgets, variance analysis, policies and procedures, company rules), and culture.

Let us revisit General Mills and determine the relative effectiveness of the company’s strategic controls. Choose two implementation controls, and discuss whether or not you believe the controls you’ve selected effectively support the company’s strategic choices. Be sure to defend your answer (critical thinking is required)!

Be sure that you respond to the postings of your classmates.

Week 2:

Respond to the following:

As you’ve learned from the background readings, a key strategic control is that of organizational culture. Culture must fit with an organization’s strategic choices. Poor alignment between culture and strategic choice is a sure-fire way to doom any strategic choice.

Of course, some organizational theorists would assert that an organization’s culture cannot be “managed” in the truest sense of how one “manages” the processes and activities and things that exist within an organization. David Campbell (2000, p. 28) says that an organization

Is being constructed continuously on a daily, even momentary [italics added], basis through individual interactions with others. The organization never settles into an entity or a thing that can be labelled and described, because it is constantly changing, or reinventing itself, through the interactions going on within it. [At the same time, an organization] does have a certain character to it, such that, like driving on the motorway, not just anything goes (p. x).

Do you agree or disagree with the above? That is, can culture really be “managed”? What might this interpretation mean in the context of our current discussion related to “strategic controls”?

A few comments on the above: Many individuals believe that, while the notion of “culture” can be defined, no single individual (irrespective of his/her legitimate power) is capable of single-handedly moving an organization’s culture in one direction or another. These individuals suggest that the sheer number of formal and informal groups, structures, tasks, functional operations, and individual interactions that exist and occur within organizations (even moderate-sized ones) render the “management” of culture impossible (consider the potential number – and combination – of individual to individual, individual to group, and group to group interactions that are likely to occur within an organization at each and every moment (and then, there are endless numbers of contacts / interactions with external stakeholders as well). The possibilities are seemingly infinite — or at least they are indefinite. In this view, an organization’s culture is abstract, fragmentary, fluid — and even relative and momentary – how can such a thing be “managed” in the same sense that we “manage” people and organizational processes?