Before you get straight to work, you decide a Project Charter is in .pdf

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Before you get straight to work, you decide a Project Charter is in order. Name 5 things that should be included in the charter. Give an example specific to this project (no more than one sentence) of each item you choose to include. (college international dinner).

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As a student at UMGC, you have been asked to join a fictional committee that will partner with new students in various programs of study. You will work alongside UMGC students from other programs to coordinate a weekend event that includes a tour of the campus, an informal meeting with students who are interested in your program, and a lunch-and-learn session with a panel of experts from various fields. During the meeting with students who may be interested in.

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As it pertains to generational and culture differences in the workplace, answer the following questions: What values do you see as being present or providing challenges in organizations today? What are the differences between 20 years ago and today in the workplace and why are these challenging for organizations? What might be some opportunities and what are some challenges and how can we address the challenges to prevent relationships in the workplace from becoming straine.

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As of 2010, Xerox Corporation (NYSE: XRX) is a $22 billion, multinational company founded in 1906 and operating in 160 countries. Xerox is headquartered in Norwalk, Connecticut, and employs 130,000 people. How does a company of such size and magnitude effectively manage and motivate employeesfrom diverse backgrounds and experiences? Such companies depend on the productivity and performance of their employees. The journey over the last 100 years has withstood many successes andfailures. In 2000, Xerox was facing bankruptcy after years of mismanagement, piles of debt, and mounting questions about its accounting practices. Anne Mulcahy turned Xerox around. Mulcahy joined Xerox as an employee in 1976 and moved up the corporate ladder, holding several management positions until she became CEO in 2001. In 2005, Mulcahy was named by Fortune magazine as the second most powerful woman in business. Based on a lifetime of experience with Xerox, she knew that the company had powerful employees who were not motivated when she took over. Mulcahy believed that among other key businesses changes, motivating employees at Xerox was a key strategy to pull the company back from the brink of failure. One of her guiding principles was a belief that in order to achieve customer satisfaction, employees must be treated as key stakeholders and become interested and motivated in their work. Mulcahy not only successfully saw the company through this difficult time but also was able to create a stronger andmore focused company. In 2009, Mulcahy became the chairman of Xeroxs board of directors and passed the torch to UrsulaBurns, who became the new CEO of Xerox. Burns became not only the first African American woman CEO to head a Standard & Poors (S&P) company but also the first woman to succeed another womanas the head of an S&P 100 company. Burns is also a lifetime Xerox employee who has been with the company for over 30 years. She began as a graduate intern and was hired full time after graduation. Because of her tenure with Xerox, she has close relationships with many of the employees, which provides a level of comfort and teamwork. She describes Xerox as a nice family. She maintains thatMulcahy created a strong and successful business but encouraged individuals to speak their mind, tonot worry about hurting one anothers feelings, and to be more critical. Burns explains that she learned early on in her career, from her mentors at Xerox, the importance of managing individuals in different ways and not intentionally intimidating people but rather relating to them and their individual perspectives. As CEO, she wants to encourage people to get things done, take risks, and not be afraid of those risks. She motivates her teams by letting them know what her intentions and priorities are. The correlation between a managers leadership style and the productivityand motivation of employees is apparent at Xerox, where employees feel a sense of importance and a part of the process.

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Assignment: Watch the National Oceanic and Atmospheric Administration (NOAA) video about trends in Atmospheric CO2 levels."NOAA CO2 levels " (Note: the video does not have sound) Write a response paper about the video. Papers should be written in Times New Roman font, 12pt, double spaced, with 1 inch margins. The response paper is submitted through Canvas and will be checked for plagiarism via Turnitin.com. Instructions In a well-developed manner (paragraphs, topic sentences, supporting details, and proper grammar) address the answers to the following questions. Make sure that your language is proficient, expressive, skillful, clear, free of errors and appropriate to an adult audience. Question 1: What was the purpose of the video? Describe the major components of the video, and what was being represented on the graph. I dont want to know if you agree or disagree with the video, you simply need to summarize what you saw in your own words in one to two complete paragraphs. Question 2: What did you learn from watching the video? Include a topic statement and at least three specific supporting details. Question 3: How would you respond to someone who says that we dont have to worry about atmospheric C02 levels because the historic record shows that weve experienced low and high levels multiple times in the past without any major impact on life? Support your response with data from the video. Question 4a: What is your response/interpretation of this video? What shocked you? Show how the video is relevant today and demonstrate your understanding of the subject. In one to two paragraphs include your reaction to the video and provide multiple supporting details. Question 4b: Look up the current C02 levels for today(you can do this at the same site where you watched the video) and include this in your response..

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