Persuasive Communication

Order Description Note to writer: Please limit the use of certain word in an attempt to attain the required word count. 3 pages per assignment Assignment 1 - Case Persuasive Communication Case Assignment pertains to the Purdue's OWL site on memos (2013), Bowman (2002), Beason (2001), and Reddy (2010). As a manager at your company (the same one we used in Case 1, reference listed at the end of this dicument), you think your company should be offering internships. With all the colleges in the Los Angeles area, you would have a large group of people who should be interested in an internship program. In addition, your company could use the extra help and creativity of about-to-graduate college students. You recently read about Nickerson PME1, a 10-person Boston area marketing and public relations firm. Owner Lisa Nickerson offers a year-round internship program. She calls participants "associates" to make them feel less like "lowly interns" and more like members of the staff. Her interns receive course credit and work experience, but do not earn a paycheck. Instead, Nickerson teaches them to perform tasks like preparing press releases and promoting the company to clients. The arrangement results in valuable help around the office without draining the budget. Nickerson says, "If you take the time to put together a good program, you don't have to pay the student. An abundance of students want that type of hands-on client experience." You believe that Los Angeles college students would be eager to gain experience at a real company, and fill in their résumés with solid work experience. The problem is that your boss resists internship programs because he has heard that interns are really employees who must be paid. He told you in a recent conversation that he is unsure of the fine line that separates employees from interns, and he doesn't want to violate any labor laws. Write a persuasive memo message to Dick Elders, Senior General Manager of your company. Explain to him how interns are different from employees. Use the Internet to research the topic, and learn what six requirements help the government determine whether an intern is a paid employee. Use persuasive strategies you have studied, but stay focused on the conviction that interns do not have to be paid as employees. You are on a first-name basis with Dick. 1This is a fictitious case. Assignment Expectations In your memo, you are expected to apply the persuasion concepts to demonstrate your ability to craft an effective persuasive memo. Please use proper English. Sentences must be properly constructed and free of grammatical and typographical errors. No citations are needed in the memo. Write a summary explaining why you used the principles you used in writing your memo. Your explanation should make use of at least two sources from the required readings. It should be analytical and sufficiently rigorous to demonstrate synthesis of the concepts. The summary is to be prepared as an academic essay. Content should be clearly presented with a logical flow. Formal citations are required, along with a formal bibliography. Case General Expectations In the Case Assignments, students will assume the role of a Manager in Employee Communications at a large service firm, such as a bank, or an advertising or consulting firm. Students will assume this role throughout the Case Assignments and be challenged with different scenarios, requiring written and verbal communication. Formal citations and a bibliography are required END OF ASSIGNMENT 1 Assignment 2 SLP Persuasion Making a Persuasive Case for Employment Persuasion can also be applied in the job search process. Essentially, we are presenting ourselves and our qualifications to prospective employers, and persuading them to give us a job. Some companies require applicants to submit supporting documents along with their applications. One such document is a personal statement. This is different from a cover letter, which is normally restricted to a single page. The personal statement may be longer; in it, you present your abilities and persuade your prospective employee that you are qualified for the job. (Note: We will write a cover letter in Module 4). Refer to the job opening you identified in SLP 1. Using the job description, write a personal statement (about 2 pages long). Your statement should be professionally prepared and lay out your strengths for the job. Please ensure that the contents match the job description for the job you identified in SLP 1. SLP Assignment Expectations Your personal statement is a statement that promotes yourself. It should not contain any salutation, unlike a letter, as it will be an attachment. No citations are needed for the statement. Following the statement, submit an essay discussing the approach you took. Please be sure to use references, which may include the assigned readings, to support your discussion. Formal citations are required, along with a formal bibliography. The summary is to be prepared as an academic essay. Content should be clearly presented with a logical flow. SLP General Expectations For the SLP, you are expected to assume the role of a job seeker. You are to identify a job that interests you in Module 1. The SLPs will take you through the job search and application process, presenting you in different scenarios requiring you to demonstrate your ability to communicate effectively and professionally. REQUIRED REFERENCES Beason, L., (2001). Ethos and Error: How Business People React to Errors. College Composition and Communication. 53(1), 33-64. Retrieved from ProQuest. Bowman, J. P., (2002) Writing Persuasive Messages. Retrieved on Jan 31, 2015, from https://homepages.wmich.edu/~bowman/c4eframe.html Cialdini's Six Principles of Influence. (n.d.). Retrieved May 05, 2016, from https://changingminds.org/techniques/general/cialdini/cialdini.htm Conger, J. A., (1991). Inspiring Others: The Language of Leadership. The Executive, 5(1), 31-46. Retrieved from ProQuest. Mazur, T. C., (1993). Lying. Retrieved on Jan 31, 2015, from https://scu.edu/ethics/publications/iie/v6n1/lying.html. Pearson (2015c). Developing persuasive business messages. Retrieved on August 8, 2015 from https://www.pearsoncustom.com/mct-comprehensive/asset.php?isbn=1269879944&id=12404 Purdue (2015a). Online Writing Laboratory (Memos). Retrieved on Jan 31, 2015, from https://owl.english.purdue.edu/owl/resource/590/01/ Purdue (2015b) Using Rhetorical Strategies for Persuasion. Retrieved on Jan 31, 2015, from https://owl.english.purdue.edu/owl/resource/588/04/ Reddy, S. (2010, Nov 1). Memo to all staff: Dump your trash. The Wall Street Journal. Retrieved on Feb 10, 2015, https://www.wsj.com/articles/SB10001424052702304316404575580534064250948 Stanford (2015). Stanford University Persuasive Technology Lab (Home). Retrieved on Jan 31, 2015, from https://captology.stanford.edu Information relating to Job reference Link: https://job-openings.monster.com/monster/1c9b4c71-ccea-470b-8875-e4838ecbfb5e? mescoid=1100028001001&jobPosition=2# Actual Job listing: Senior Human Resources Manager - HR Littelfuse - Chicago, IL Posted: 1/26/2017 Requisition Number 17-0004 Post Date 1/24/2017 Title Senior Human Resources Manager - HR City Chicago State IL Description Reporting to the HR Director - North America, the Senior HR Manager is responsible for partnering with the business on key areas of employee relations, talent management, recruiting, compensation and organizational design for North America as well as globally for certain business groups. The Senior HR Manager is involved with HR projects and partner with HR COE members. RESPONSIBILITIES: Strategic HR Business Partnering: - Work with leaders to develop and implement people and organization strategy to ensure business objectives are achieved as an extension of the broader Littelfuse initiatives. - Consult operations, human resources and people leaders on business issues and represent business needs when setting HR priorities. - Provide proactive, innovative and customer?oriented HR solutions and business objectives. - Forecast resource requirements and skill competencies to support strategic business objectives and implement plans to close gaps. Labor and Employee Relations: -Leverages broad labor and employee relations knowledge to optimize management/labor relationships and gain credibility and trust. - Openly listen and respond to employee and manager questions, issues or concerns and recommend appropriate actions to address them. - Work with managers to enforce employment policies including the attendance policies, layoff and recall procedures, disciplinary action, etc. - HR Programs: - Responsible for executing enterprise wide and location HR initiatives and functions. - Accountable to own and assist in developing, implementing and executing HR projects including a focus on change management, employee engagement, performance management, compensation processes, leadership development, career management, managerial effectiveness, and other people development projects. - Work with other location’s HR team members and corporate HR to ensure a consistent delivery of the HR strategy. Talent Acquisition: - Work closely with hiring managers and Talent Acquisition to support hiring requests. - Support the selection and on-boarding processes. - Participate as one of the decision makers in the selection process. - Assist the business with forecasting the resource requirements and skill competencies to support strategic business objectives and implement plans to close gaps. Founded in 1927, Littelfuse Inc. is the worldwide leader in circuit protection products and solutions with $867.9 million in annual sales in 2015. The Littelfuse portfolio, backed by industry leading technical support, design, and manufacturing expertise, has made significant investments in R&D and Distribution to ensure that we not only have the world’s broadest and deepest line of circuit protection solutions, but also the most advanced, recognized circuit protection brand in the world. We work in a highly empowered work environment where managers are very involved in planning and generating ideas for improvement. You will be supported and surrounded by some of the best and brightest people in the industry. People who care about our customers and care about helping them achieve the results they seek. At Littelfuse you will be in great company! Requirements - Bachelor's of Art degree, preferably with a major in Human Resources administration. Advanced degree encouraged. - A minimum of eight to ten years of progressive leadership experience in Human Resources positions. - Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, employee engagement, and employee development - Understands business issues, competitive environment and the implications for human capital management. - Excellent verbal, written, and presentation skills. - Strong organizational and project management skills. - Demonstrated ability to solve problems, make informed decisions and influence others. - Excellent computer skills in a Microsoft Windows environment. Must include knowledge of Excel and skills in Human Resources Information Systems (HRIS). - Strong management skills.