3-2 Final Project: Milestone One Literature Review Draft

3-2 Final Project: Milestone One
Assignment
Task: Submit to complete this assignment
Submit Milestone One, which is the first of two milestones for the final project in this course. For this milestone, you will complete Section I: Summary and Section II: Cultural Analysis Overview of the final project.
For detailed instructions, please refer to the Milestone One Guidelines and Rubric document. Before submitting your assignment, be sure to check it against the Milestone One grading rubric.

WCM 510 Final Project Milestone One Guidelines and Rubric Prompt: For this milestone, you will submit a draft of Section I (Summary) and Section II (Cultural Analysis Overview) of your final project, the analysis and negotiation coaching recommendations for executive leadership. When drafting the summary, consider the zone of possible agreement (ZOPA) and best alternative to a negotiated agreement (BATNA) positions of Netflix’s chief human resources officer, Sharon Slade. When crafting the cultural analysis overview, consider the espoused values of Netflix vs. the enacted values, the basic assumptions, as well as the observable artifacts. Over the next few weeks, you should revise these two sections based on instructor feedback and then submit them as part of your analysis and negotiation coaching recommendations for executive leadership final project, due in Module Ten. Specifically, your summary and critical analysis overview must address the following critical elements: I. Summary. The purpose of this section is to prepare the chief human resources officer for entering the arena of this particular negotiation. Be sure to: A. Summarize the negotiation fact pattern the chief human resources officer (CHRO) would need in advance of the negotiation. (You will want to refer to the list you created for the Module One discussion, as well as the feedback from your peers.) B. Describe the types of power (positional, information, reward, coercive, social, charismatic) the CHRO has and how they are important to this particular negotiation. C. Describe appropriate alternatives that the CHRO would want to consider in the event that an agreement is not reached. In other words, what is the CHRO’s ZOPA and BATNA? Does she have more than one? II. Cultural Analysis Overview A. What inferences can you draw about the company’s organizational culture based on how they react to an employee leaving? Support your reasoning with specific examples from your readings and the slide deck Netflix Culture: Freedom and Responsibility. B. Describe what cultural assumptions drive the organization’s policy decisions. Support your response with examples from your readings and the slide deck. C. Explain how you would use these assumptions to engage in a severance negotiation that would result in the most beneficial outcome for the company. Support your explanation with effective examples. Guidelines for Submission: Your paper must be submitted as a three-page Microsoft Word document with double spacing, 12-point Times New Roman font, oneinch margins, and at least three sources cited in APA 6th edition format. You may also submit the milestone as a five- to six-slide PowerPoint deck, not counting the title slide and reference slide, with speaker notes provided on each slide. It should be of professional quality and use APA 6th edition format. Rubric Critical Elements Proficient (100%) Needs Improvement (70%) Not Evident (0%) Value Summary: Negotiation Fact Pattern Summarizes the negotiation fact pattern the CHRO would need in advance of the negotiation Summarizes the negotiation fact pattern the CHRO would need in advance of negotiation, but summary is verbose, lacks necessary details, or is inaccurate Does not summarize the negotiation fact pattern the CHRO would need in advance of the negotiation 15 Summary: Types of Power Describes the types of power the CHRO has and how they are important to the particular negotiation Describes the types of power the CHRO has and how they are important to the particular negotiation, but description is cursory, lacks necessary details, or contains inaccuracies Does not describe the types of power the CHRO has and how they are important to the particular negotiation 10 Summary: Appropriate Alternatives Describes appropriate alternatives that the CHRO would want to consider in the event that an agreement is not reached Describes alternatives that the CHRO would want to consider in the event that an agreement is not reached, but description is cursory, lacks necessary details, is inaccurate, or provides alternatives that are not appropriate Does not describe alternatives that the CHRO would want to consider in the event that an agreement is not reached 15 Cultural Analysis: Organizational Culture Determines what inferences can be drawn about the company’s organizational culture based on the company’s reaction to an employee leaving, supporting reasoning with specific examples Determines what inferences can be drawn about the company’s organizational culture based on the company’s reaction to an employee leaving, but determination is illogical, or does not support reasoning with specific examples Does not determine what inferences can be drawn about the company’s organizational culture based on the company’s reaction to an employee leaving 15 Cultural Analysis: Cultural Assumptions Describes what cultural assumptions drive the organization’s policy decisions, supporting response with examples Describes what cultural assumptions drive the organization’s policy decisions, supporting response with examples, but description is cursory, contains inaccuracies, or contains gaps in support Does not describe what cultural assumptions drive the organization’s policy decisions, supporting response with examples 15 Cultural Analysis: Severance Negotiation Explains how assumptions could be used to engage in a severance negotiation that results in the most beneficial outcome for the company and supports explanation with effective examples Explains how assumptions could be used to engage in a severance negotiation that results in the most beneficial outcome for the company and supports explanation with examples, but explanation is cursory, contains inaccuracies, or examples are not effective Does not explain how assumptions could be used to engage in a severance negotiation that results in the most beneficial outcome for the company 15 Secondary Sources Incorporates the concepts and theory from course material; integrates at least three secondary resources throughout the body paragraphs to support ideas and claims Incorporates some concepts and theory from course material; integrates some secondary resources throughout the body paragraphs to support ideas and claims but integration is cursory or secondary resources are inappropriate No sources were used to write the paper; does not incorporate the concepts and theory from course material 10 Writing Mechanics Submission has no major errors related to citations, grammar, spelling, syntax, or organization Submission has major errors related to citations, grammar, spelling, syntax, or organization that negatively impact readability and articulation of main ideas Submission has critical errors related to citations, grammar, spelling, syntax, or organization that prevent understanding of ideas 5 Total 100%