Critical Thinking: Corporate Strategy and Diversification (105 points)
Corporate diversification strategies raise a wide range of strategic management issues. For this week’s critical thinking assignment, read the case study found in your textbook (Case 19): Google Is Now Alphabet—But What’s the Corporate Strategy?
Remember, a case study is a puzzle to be solved, so before reading and answering the specific case and study questions, develop your proposed solution by following these five steps:

Read the case study to identify the key issues and underlying issues. These issues are the principles and concepts of the course area which apply to the situation described in the case study.
Record the facts from the case study which are relevant to the principles and concepts of the course area issues. The case may have extraneous information not relevant to the current course area. Your ability to differentiate between relevant and irrelevant information is an important aspect of case analysis, as it will inform the focus of your answers.
Describe in some detail the actions that would address or correct the situation.
Consider how you would support your solution with examples from experience or current real-life examples or cases from textbooks.
Complete this initial analysis and then read the discussion questions. Typically, you will already have the answers to the questions but with a broader consideration. At this point, you can add the details and/or analytical tools required to solve the case.

Case Study Questions:

What is Google’s corporate strategy? Does Google have a clear vision of what it wants to become?
Use Porter’s Essentials Test (Chapter 12) to determine if this strategy creates competitive advantage. If so, how? If not, why not?
Look beyond the conventional sources of synergy and consider complementarities, bargaining power, and rivals. What threats does Google face?
Does Google need to refocus? How should Google delineate its corporate boundaries and which businesses, or products would you recommend abandoning or divesting, if any?

The book: Grant, R. M. (2019). Contemporary strategy analysis (10th ed.) Hoboken, NJ: John Wiley & Sons. ISBN: 9781119495727

Write a paragraph for the discussion post and respond to the classmate below in one paragraph and cite from a credible source such as SHRM or Havard Business Review :If you were hired by a Chinese manufacturing company to provide Global HR Consulting services, what specific advice would you provide them as it relates to US employment laws before they begin operations in the United States? Classmate: In China, for the last 20 years, over 140 million low-skilled workers have transitioned from working at state-owned enterprises to the private sector. (Pagnattaro, page 1) This shift has created the situation where workers have become dependent on private employers who may or may not be concerned about worker-related issues. (Pagnattaro, page 1) Many of these workers are employed by China based multinational corporations in the US. Therefore, it is imperative that China’s multinational corporations be cognizant of the US employment laws before they begin operations in the US. Therefore, if I were to be hired by a Chinese manufacturing company to provide Global Consulting services, then I would advise on certain key facts. First, I would advise on the Equal Pay Act 1963, Title VII of the 1964 Civil Right Act, and the Civil Rights Act of 1991 because China’s employment laws do not address these concerns in their employment laws. Second, I would advise on the Age Discrimination in Employment Act because China has an early retirement policy at age 60 which conflicts with the US age of retirement to prevent age discrimination. Third, I would advise on the Pregnancy Discrimination Act and the American with Disabilities Act to protect the rights of pregnant and disabled employee’s accommodations. Fourth, I would recommend that China train and implement the Voluntary Mediation Mechanism, Diversity Management, and Affirmative Action programs since they are non-existent in their employment laws. Overall, I would advise that full compliance with the US employment law is just has important as my recommendations. Training and implementation can be time consuming, requires human resources, and costly which may cause some companies to rethink their operations in the US. (Pagnattaro, page 6)

Scenario: You have been asked to lead a Clinical Documentation Improvement (CDI) initiative in a fully paper health record dependent 30-bed facility. Although the purchase and implementation of an EHR are not feasible at this time due to the accompanying price tag and other impacting factors, the hospital administrator recognizes that while the EHR is currently out of reach, developing a CDI program is the first step in the right direction. Revisit your Week 3 “Health Record Documentation Policy” (paper-based record policy only) and Week 4 “Data Quality Beyond Borders: Modernizing Health Information Infrastructure Using AHIMA’s Data Quality Model” assignments that have been critiqued by your Professor. Using both materials from weeks three and four, devise a five (5) to seven (7) page briefing for the Chief of Staff, also known as the Chief Medical Officer, that outlines the below-listed topics. Submit it as a Microsoft Word document by the end of Week Nine but no later than Tuesday, by 11:59 PM EST.  This is an individual assignment.
Deliverables:

Overview/description of the Clinical Documentation Improvement (CDI)
The benefits of implementing a CDI program
Consequences of not implementing CDI
List and briefly discuss at least six elements of a sound health record from the CDI perspective with emphasis on quality documentation practices
The significant role of physicians as it relates to timely, accurate, complete and legible health record documentation practices and timely response to physician queries within 48-72 hours. Outline the process of the department’s physician query process.
How the HIM department will lead the initiative. How the HIM staff can/will assist the Chief of Staff and the entire pool of practicing physicians?
Include an attachment of your policy and checklist (from weeks three (3) and four (4)) with a brief explanation as an interpretation of both (not counted towards the five to seven-page requirement; attach as an appendix)
Finally, devise a one-page six (6) month timeline that outlines the planning, designing and implementation of your proposed CDI program (not counted towards the five to seven-page requirement; attache as an appendix)

Case Study
In January of 2020, you were hired as the HR Director by your close friend, the President of Technological Innovation and Practice, Inc. Technological Innovation and Practice, Inc. is a large, growing information technology company that serves businesses around the globe. Currently, the company employs over 40 full-time IT professionals, 15 customer service agents, and 11 administrative assistants. In February of 2020, the company projected that by January of 2021, it would employ over 480 full-time professionals. While the organization has a strong employee handbook in place, the performance management system is lacking. It appears that performance appraisals have been conducted once a year; however, employees often feel shocked by their appraisal.
Scenario
Mohammed, who has worked for the organization since its inception, has explained that the formal meetings, which take place annually, are problematic. He has informed you that upper-level management provides feedback to employees; however, employees are not allowed to contribute during the feedback process. In fact, Mohammed stated that employees are only present for the meeting and cannot provide any rebuttal if they do not agree with the rating given. Furthermore, the assessment used does not allow for comments and only utilizes a four-point Likert-type scale. In the assessment, all employees, regardless of position/roles and responsibilities, are assessed based upon three factors: (1) communication, (2) problem-solving abilities, and (3) ability to work with teammates.
Based upon the information provided by Mohammed, address the following:

What are the benefits and drawbacks associated with the annual performance review process, as it currently stands? What recommendations would you make to improve the annual performance review process?
What information should be considered when creating a strong performance evaluation form? What are some of the issues associated with the current form? What recommendations would you make to improve the current performance appraisal form? Why?
What is the relationship between an organization’s annual performance review process/evaluation assessment and employee motivation?

It is going to be a research paper on evidence-based “best” practices or promising practices for impacting some social inequality. Questions to guide the paper:

?  What’s the social inequality that you want to address?
?  If your social change strategy were to be successful, what would be its impact?
?  What social change strategy are you proposing to build on?
?  How will your proposed social change effort actually do?
?  How do you envision addressing the “upstream” conditions that contribute to the existing social inequality?
?  What’s the scale of impact that you envision?
?  Will you need an organizational infrastructure to support your proposed strategy, and if so, does
?  You should be able to check off each item on the following list–that you’ve addressed that item in your alternative format or in a written supplement. 
Checklist that the paper needs: 
1. You demonstrate your understanding of a specific social inequality issue in contemporary Los Angeles, identifying the scale of your focus (ex., neighborhood-level, city, county) and the particular population(s) impacted. 
2. You demonstrate your sociological imagination to look upstream at the root causes and/or contributing factors of this social inequality. 
3. You clearly communicate what is the difference you want to make, and then, how you envision making that change happen. Your strategy for making a difference should link directly back to the scale of the social inequality issue (#1) and the underlying causes/factors #2). 
4. You clearly communicate how your social change strategy is grounded in an understanding of and respect for the specific people/communities most affected (and not a utilitarian, outsider-based “fix” of the “deficiencies” of the impacted population) 
5. You clearly communicate the resources, organizational infrastructure, or partners you would need to achieve your strategy for change. 
6. You clearly communicate how you would plan to evaluate if your strategy has produced your desired social change (and what would be the time frame appropriate to such an evaluation of your change strategy). 

-PROPOSAL AND IDEA 
-as well as 3 articles/booksTHAT NEED TO BE USED