Using the Argosy library, Internet and other sources, locate two examples of mergers or acquisitions that failed.  Be sure the articles contain enough information about what actually happened in the failed merger or acquisition so that you can answer the questions below.Directions:Write a review comparing the two unsuccessful mergers/acquisitions you found. Address the following questions for each of the mergers/acquisitions you chose:What was the motive behind the merger/acquisition? What internal and external factors impacted the merger/acquisition decision?  Use specific examples to justify your response. Which of the two unsuccessful merger/acquisitions you reviewed held the most risk of not working from the onset? Why? Give examples.Did either company use metrics during the merger/acquisition process to measure their progress? Describe and explain at least two additional metrics which could have been used by each company in monitoring their progress during the M&A process.Read the following article: What makes a merger successful by Paul Walker and David Hanna which describes a successful merger. Comment on the following: What research was conducted by both CEO’s on the other business before the merger? Why was this important?What management strengths and business process expertise did the companies demonstrate that helped make the merger successful?What role did the vision statement play in the success?  Why is it important to have a vision statement?Compare the successful merger to one of the unsuccessful mergers you found.  What three actions did Sage and State of the Art do that the unsuccessful merger did not do or did not do well? Make sure to include at least 3 outside resources, one of which may be your text, to justify your suggestions.  Your report should be professional and directed toward middle management.Grading Criteria Maximum PointsDescribed the motive for each of two selected mergers/acquisitions and the internal and/or external factors which impacted the M& A decision.32Gave valid examples of the risks one of the selected companies took that were more serious than the other selected company.32Named two metrics that could have been used to measure the success/failure of the merger process.32Described the research the CEO’s of the successful merger conducted prior to the merger and its importance.32Described the management strength and business process expertise of both companies (successful merger) that enabled the success of the merger.40Discussed role of vision statement in making a merger successful.28Described and explained three actions taken by the successful merger that the unsuccessful mergers did not take that might have helped in the merger process.40Style (8 points): Tone, audience, and word choice
Organization (16 points): Introduction, transitions, and conclusion
Usage and Mechanics (16 points): Grammar, spelling, and sentence structure
APA Elements (24 points): In text citations and references, paraphrasing, and appropriate use of quotations and other elements of style64Total:300

reply to the students’ response and not the question  in 150 words minimum and provide 1 reference. Respond to the students response as though you are talking to them, use name 

question

     What is learning? How do you best learn? Websites that contain scientific instruments are preferred. 

Student response

Upon reading the lecture on learning and transfer, learning is defined as “ a relatively permanent change in human capabilities” (slide 5). However, upon looking at various articles, I came to the conclusion that no one was in agreement as to the true definition of ‘learning’. Sheldon J. Lachman mentions how the most common definition is “ learning is a relatively permanent change in behavior brought about by practice or experience”. Which is similar to that of Noe. Furthermore he argues that “ learning doesn’t necessarily produce a change in behavior”.(Sheldon J. Lachman,1997) Which I have to agree with. I believe that learning as mentioned by both authors does create a relatively permanent change since we build off of new things that we learn. While the knowledge we have learned is relevant to what we are doing we continue to retain that information. I also believe hahah once we no longer find a need for that information we tend to forget it, thus it being “ relatively permanent”. In my experience depending on what it is I am trying to learn I learn in different ways. For example when they trained me at work although seeing someone do the work was helpful the best way I learned was by being hands on and doing it myself. Where as when I am learning about a new topic for instance this class, I learn best by listening to a video about the topic. The reading helps but I get distracted very easily. 

1. Sheldon J. Lachman   (1997)   Learning is a Process: Toward an Improved Definition of Learning,   The Journal of Psychology,   131:5,   477-480,   DOI: 10.1080/00223989709603535

After following the instructional sequence, which includes reading the required chapters and the unit lesson, please discuss the legal issues in Riley v. California, and assess how you believe the decision in Riley v. California could influence police policy and procedure.

REPLY TO MY CLASSMATE’S RESPONSE TO THE ABOVE QUESTIONS AND EXPLAIN WHY YOU AGREE? (A MINIMUM OF 100 WORDS or MORE)

                                     CLASSMATE’S POST

There is an endless variety of inconsistent rulings related to the Fourth Amendment and privacy.  There are implications from the latest ruling in Riley v. California (2014) related to the search and seizure of multimedia devices such as cell phones.  Law enforcement after this ruling must secure a search warrant if the information held in a cell phone is to be used in a criminal investigation.  The Harvard Law Review (2014) offered an in-depth study on the implication and past rulings related to law enforcement and searches.  The Harvard Law Review (2014) outlined several reasons why the decision seemed pro-privacy.

           First, according to the article, “reasonableness” (p. 258), is a concern especially when the interest of both parties becomes divergent in priority.  This is because of the private and undefined information that may be held in a cell phone.  Secondly, the justification to search for private information and go beyond law enforcement need as a justification for the search.  The process must encompass the whole population, not a segment of society prone to violating laws.  Third, aside from ruling related to the use of, “DNA” (p. 259) for the identification of criminals involved in serious crimes, there is no middle group to allow for such searches without judicial approval.  

The reasonableness clause has to do with the interest of the state verse those of personal privacy.  For example, Florence v. Board of Chosen Freeholders (2012) had to do with bodily searches in criminal institutions.  The ruling, according to the Harvard Law Review (2014), suggested although there is an intrusion of privacy (personal interest) in this case, it is a reasonable alternative to keep institutions staff and prisoners safe (government interest). The bottom line here is no searches of cell phones without a search warrant.

                                                         References

The Harvard Law Review. (2014). Riley v. California. The Harvard Law Review, 128, 251-260. Retrieved from https://harvardlawreview.org/wp-content/uploads/2014/10/riley_v_california.pdf

Describe for us a leadership situation you witnessed over the last week. Please let us know if you thought it was successful or not.

REPLY TO MY CLASSMATE’S RESPONSE TO THE ABOVE QUESTIONS AND EXPLAIN WHY YOU AGREE? (A MINIMUM OF 100 WORDS or MORE)

                                                              CLASSMATE’S POST

The leadership situation that I witnessed recently involves that of a current employee who has taken on a leadership role to assist the supervisors. She monitors the unit’s application due list daily to make sure that no cases go beyond their thirty-day processing standard. Workers must inform her by the close of business each day the status of their due cases.  This was a task taken on in our county by supervisors to make sure that the timeliness rate for application processing remains at 95% or above. With more and more demands from the state level, this task which keeps the county from being on corrective action had become a routine one for supervisors. The worker volunteered to take on this responsibility to assist the supervisors which in turn have freed up time for other agency requirements. She takes pride in handling the task and workers have been striving to work ahead on their due cases, so their name won’t appear on the list. The leadership role taken on by the caseworker has proven to be successful as workers are now working smarter. The idea of having to report to another employee other than their supervisor, makes them strive for excellence while at the same time increasing the application processing timeliness rate for our county. I was told by several workers that they would rather work ahead than to be “called out” or having to report to another worker about their daily job duties. As leaders, we must share leadership experiences and knowledge with future leaders so that the goals of the organization will continue to be met.

Assignment 3: Annual Review and Create Your Dream Job

Due Week 10 and worth 425 points

Imagine  you work at a company and it is time for an employee named Jim’s annual  review. While he was a model employee the first nine (9) months of the  year, recently Jim has been coming in late. It has not been just a few  minutes each day, either. It is starting to cause problems in the  production line. In this assignment, write a one (1) page summary of  your conversation with Jim. How will you address his recent performance  issues while still praising him for his previous nine (9) months of good  work? Your goal is to balance the negative and positive feedback so  that Jim will leave motivated to do his best.

Write a one (1) page paper in which you:

1. Explain how you will address Jim’s recent performance issues.
2. Suggest both constructive and positive feedback designed so that Jim will leave motivated to do his best.
3. Format your assignment according to the following formatting requirements:
   1. This course requires use of new Strayer Writing Standards (SWS).  The format is different than other Strayer University courses. Please  take a moment to review the SWS documentation for details.
   2. Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.
   3. Include  a cover page containing the title of the assignment, your name, your  professor’s name, the course title, and the date. The cover page is not  included in the required page length.

The specific course learning outcomes associated with this assignment are:

• Explain  effective approaches to the broad spectrum of employee relations,  including career development, fostering ethical behavior, discipline,  labor relations, and dismissals.
• Analyze various techniques, considerations, and designs of performance appraisal programs.
• Use technology and information resources to research issues in human resource management.
• Write clearly and concisely about human resource management using proper writing mechanics.

In this assignment, you get the chance to create your dream job and to build its compensation plan and appraisal performance.

Write a six to eight (6-8) page paper in which you:

1. Create a job description and specifications for your dream job.
2. Design a compensation and benefits package related to your dream job.
3. Rationalize  your compensation and benefits package. Be sure to indicate the  research and considerations that went into the design of the  compensation and benefits package.
4. Imagine  this is the only position of its kind in the organization. From this  perspective, design a performance appraisal program to assess your job  performance.
5. Rationalize  your performance appraisal program. Be sure to indicate the research  and considerations that went into the design of the performance  appraisal program.
6. Use at least three (3) quality resources in this assignment. Note: Wikipedia and similar websites do not qualify as quality resources.
7. Format your assignment according to the following formatting requirements:
   1. This course requires use of new Strayer Writing Standards (SWS).  The format is different than other Strayer University courses. Please  take a moment to review the SWS documentation for details.
   2. Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.
   3. Include  a cover page containing the title of the assignment, your name, your  professor’s name, the course title, and the date. The cover page is not  included in the required page length.
   4. Include  a reference page. Citations and references must follow SWS format. The  reference page is not included in the required page length.

The specific course learning outcomes associated with this assignment are:

• Discuss job analysis, job descriptions, and specifications.
• Analyze various techniques, considerations, and designs of employee compensation programs.
• Analyze various techniques, considerations, and designs of performance appraisal programs.
• Use technology and information resources to research issues in human resource management.
• Write clearly and concisely about human resource management using proper writing mechanics.