# data[].attributes.body
The final artifact I chose from module 6 is performance appraisals. Evaluating your employees not only helps the managers know where the employees stand, but it also informs the employee on their progress and can help them improve their performance. I look at performance appraisals as a progress report for the employees so they know where they stand and what steps can be taken to become better employees.

# data[].attributes.body
Employee selection assessments are very important in the workplace today. I included this because I do not think some companies today put as much effort in selecting the best candidate for the position. Some companies will hire an employee with no formal interview or anything. It is important that you know exactly who you are bringing on to your team.

# data[].attributes.body
I chose to include something on formal versus informal communication. I am including this because it is important to know that employees get information through informal channels and a good manager must know how to manage that. This is also a topic that is important to me because being the HR person at my job, I constantly have people coming to me asking if what so and so just told them it was true.

# data[].attributes.attachment_link.readable_text
Someone said correctly "The very attempt of, not to speak, speaks a lot."Communication plays a crucial role in our life, as people interchange their ideas, information, feelings, opinions by communicating. Formal communication is one that passes through predefined channels of communication throughout the organization. On the contrary, Informal communication refers to the form of communication which flows in every direction, i.e. it moves freely in the organization.

Communication could be verbal - spoken or written, or non-verbal i.e. using sign language, body movements, facial expressions, gestures, eye contact or even with the tone of voice.

In an organization, there are two channels of communication - formal communication and informal communication. People often confuse between these two channels, so here we have presented an article which explains the difference between formal and informal communication network.

Content: Formal Communication Vs Informal Communication

Comparison Chart

Basis for Comparison

Formal Communication

Informal Communication

Definition of Formal Communication

The communication in which the flow of information is already defined is termed as Formal Communication. The communication follows a hierarchical chain of command which is established by the organisation itself. In general, this type of communication is used exclusively in the workplace, and the employees are bound to follow it while performing their duties.

Example: Requests, commands, orders, reports etc.

The formal communication is of four types:

Upward or Bottom-up: The communication in which the flow of information goes from subordinate to superior authority.

Downward or Top-down: The communication in which the flow of information goes from superior to subordinate.

Horizontal or Lateral: The communication between two employees of different departments working at the same level.

Crosswise or Diagonal: The communication between the employees of two different departments working at different levels.

Definition of Informal Communication

The communication which does not follow any pre-defined channel for the transmission of information is known as informal communication. This type of communication moves freely in all directions, and thus, it is very quick and rapid. In any organization, this type of communication is very natural as people interact with each other about their professional life, personal life, and other matter.

Example: Sharing of feelings, casual discussion, gossips, etc.

The informal communication is of four types:

Key Differences Between Formal and Informal Communication

The following points are substantial, so far as the difference between formal and informal communication is concerned.

1. Formal communication is also known by the name of official communication. Informal Communication is also known by the name of grapevine.

2. In formal communication, the information must follow a chain of command. Conversely, the informal communication can move freely in any direction.

3. In formal communication, full secrecy is maintained, but in the case of informal communication maintenance of secrecy is a very tough task.

4. Formal communication is written, whereas Informal communication is oral.

5. Formal communication is time-consuming as opposed to Informal communication, which is rapid and quick.

6. Formal communication is more reliable than Informal communication.

7. Formal communication is designed by the organization. Informal communication starts itself due to the urge of 'human to talk'.

8. In formal communication, the documentary evidence is always available. On the other hand, in the case of informal communication, the supporting documents are not available.

Conclusion

A very deep discussion on the difference between formal and informal communication has been done in this article. Nowadays, many big Transnational Organizations has started an open-door policy, in which any employee of any department can communicate directly with the head of an organization, about their complaints, grievances, and requests. This results in reducing the complexity of the formal communication.

# data[].attributes.attachment_link.title
Difference Between Formal and Informal Communication (with Example and Comparison Chart) - Key Differences

# data[].attributes.attachment_link.description
Ten significant differences between formal and informal communication are enclosed here, along with examples, in tabular form and in points. One such difference is Formal communication is also known by the name of official communication. Informal Communication is also known by the name of grapevine.

# data[].attributes.body
The first artifact I chose for this module is that of Human Resource Management, which is what we learned about in chapter 10. I am including this in this module because this is something that I deal with on an every day basis at my work. This topic is extremely important to me because there needs to be someone there to enforce the policy and procedure that is set forth by the company.

# data[].attributes.attachment_link.readable_text
Human Resource Management (HRM) is the function within an organization that focuses on the recruitment of, management of, and providing direction and guidance for the people who work in an organization. As you can imagine, all of the processes and programs that are touched by people are part of the HR kingdom. The workplace processes that interact with customers and potential employees are also components in the Human Resource (HR) world.

HR staff members are partially responsible for ensuring that the organization has an overall mission, vision, and values that are shared and provide an overarching reason for employees to want to work for their organization. These elements are inspirational and help employees feel as if they are part of something that is bigger than themselves.

Additional activities sponsored by HR management can include employee and community outreach. They are frequent mentors and members of employee teams that address philanthropic giving, employee engagement activities, and events that involve employee families.

HRM functions are also performed by line managers who are directly responsible for the engagement, contribution, and productivity of their reporting staff members. In a fully integrated talent management system, the managers play a significant role in and take ownership responsibility for the recruitment process. They are also responsible for the ongoing development of and retention of superior employees.

Organizations also perform HRM functions and tasks by outsourcing various components to outside suppliers and vendors. The tasks that are most frequently outsourced are those that take HR time and energy away from the HR activities that provide the most strategic value to the company.

This outsourcing most frequently involves payroll functions, but vendors and external consultants can help an organization with HRM in many ways. Specifically, many HR departments outsource background checking, benefits administration, training such as sexual harassment training, temporary staffing, and the production of employee handbooks, policy manuals, and affirmative action plans.

HRM is the organizational function that deals with or provides leadership and advice for dealing with all issues related to the people in an organization. HRM, as such, deals with compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives.

HRM is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. The HRM function is now expected to add value to the strategic utilization of employees and to ensure that employee programs recommended and implemented impact the business in positive measurable ways.

Gone are the days when HR staff received direction from the executive team as to their priorities and needs. HR is now expected to sit at the executive table and recommend processes, approaches, and business solutions that improve the ability of the organization's people to effectively contribute.

It is difficult to underestimate the importance of an effective, modern HRM function within an organization. An employee who retired from HRM twenty years ago would not recognize the competence and capability of the best HRM organizations today. You can choose to move your HRM function out of the dark days and into the light. Organizations that do-are best served.

Here are additional resources offered on this HR site that will help you expand your knowledge and thinking about the use of HR within your organization.

These resources tell you more about how to explore a career in HR and how to find a job in HR. Interested? Keep reading.

# data[].attributes.attachment_link.title
Beyond Hiring and Firing: What Is Human Resource Management?

# data[].attributes.attachment_link.description
Human Resource Management (HRM) is the function within an organization that focuses on the recruitment of, management of, and providing direction and guidance for the people who work in an organization. As you can imagine, all of the processes and programs that are touched by people are part of the HR kingdom.

# data[].attributes.body
I chose this article to be the last artifact in this module because it talks about the topic or organizational culture, which we learned about in chapter 16. To me this was really interesting because I never considered that by a manager understanding organizational culture could have an impact on encouraging how the members of an organization behaves!

# data[].attributes.attachment_link.description
Organizational Culture Transformation takes place when the organization starts the process to ailgn the culture to its mission, core values, and vision to obtain its strategic objectives. Come see how Gotham Culture can help.

# data[].attributes.body
This photo is an example of another concept we learned in this module, that of authority. We learned that authority is the right to perform or command. And that the person who has authority is allowed to act in certain ways or to influence the actions of others through orders given to them. We learned about authority on the job and acceptance of authority (something I feel that a lot of us may not always like). I think this was a really important concept to learn about because a lot of times I feel like some people don't take authority in the work place as they should!

Photo source: https://www.jobacle.com/blog/define-authority-vs-responsibility-and-dont-forget-accountability.html

# data[].attributes.body
This photo is a good representation of a lesson taught in chapter 9. We learned about dividing job activities. Clearly one person can't do everything that must go on in an organization and because so many people work under a manager it is their job to divide the work up among the people. We learned a manager must examine the management objectives, designate the actives that must be done to reach those objectives, compose specific jobs by grouping similar activities, and assign certain individuals to be responsible for doing those jobs. I think this was one of the most important things we learned because in everyday life, some people rely on that one person to do all the work, or they may think it is unfair that someone gets  assigned to a particular task. We don't take into account how this may make the one person feel, or that maybe our manager assigned someone to a job because they are better at getting it done in the assigned timeframe!

Photo source: https://www.eslprintables.com/vocabulary_worksheets/jobs_occupations_professions/jobs_/job_activities_530769/

# data[].attributes.body
I chose this image to be an artifact for this module because chapter 8 talks all about the fundamentals, or foundations, of organizing. This chapter talked about how having the basis of organizing is important to a management system because it is the main structure for managers to activate plans. It is important for them to have a good grasp on the basics of this because it is something that must be built upon. And without a good foundation, it could come crashing down around them!

Photo Source: https://frameworksacademy.org/products/framing-fundamentals

# data[].attributes.body
This was the last image I chose to be an artifact in this module. Why? Because in chapter 5 we learned that plans fail and they can fail for a variety of different reasons such as, lack of understanding steps involved in decision making, too much can be anticipated, and a variety of other reasons. The most important thing I learned in this section was that if the manger nows why the plans failed in the first place, they can then take steps toe limited this in the future, which can boost their chances for success with plans the next go around. This is something that I believe a good manager should be able to do because not every plan will be successful, they will have flaws, and not all of them will work. But if the manager knows how to fix the problem, then they will have better luck next time.

Photo source: https://thenextweb.com/dd/2017/01/20/six-reasons-your-logos-fail/

# data[].attributes.body
I chose to include this image as an artifact because it is a good visual example of strategic planning, something learned about in chapter 7. We learned that strategic planning is a long range type of planning that looks at the company as a whole and not as a part by part. This image does an excellent job at breaking down the whole plan into a step by step process. Something that is important for a manager to do in this situation! I feel it was important to my learning because it helped me to understand that you have to look at a company not only currently, but long term in order for it to be successful.

Photo source:https://gothamculture.com/services/strategy-consulting/strategic-planning/

# data[].attributes.body
I chose to include this cartoon because in Chapter 6 we learned all about making decisions. We learned about the types of decisions, responsibility to making organized decisions, and even elements of decision situations. We learned that managers make decisions that affect companies daily and then they communicate them to other members within the company. We also leaned that all the decisions made by the manager are not equal. Some may affect everyone and cost a lot of money, while some may be somewhat insignificant.

Photo source: https://towardsdatascience.com/data-science-vs-decision-science-8f8d53ce25da

# data[].attributes.body
I chose this as my first artifact for module 4, because in chapter 5 we learned about plans and planning tools. We learned that planning was the process of determining how organizations can reach where they want to go and what it will do in order to accomplish its objectives. It is a critical management activity for every organization. I feel that this little cartoon is important to what we learned because planning allows a company to minimize risks by condensing the unknowns that surround the business. Planning is the basis of any good business, and is an extremely important skill for a manager to have!

Photo source: https://atlantachallenge.com/event-planning-tips/

# data[].attributes.body
I chose the North American Free Trade Agreement (NAFTA) as my final artifact for this module. NAFTA is an international market agreement that is geared to facilitate trade amongst its members. This is an example of global management, because they are dealing with multiple countries as opposed to just a single one.

Photo source: https://en.wikipedia.org/wiki/North_American_Free_Trade_Agreement

# data[].attributes.body
I chose the World Trade Organization for my third artifact in this module because it is an example of global management. In fact, it is the only global international organization responsible for dealing with the rules of trade between nations. They make trading from country to country easier because they set in place consistent rules that must be followed. Something that is important when you are dealing with trading between different countries with different rules and regulations!

Photo source: https://www.wto.org/english/thewto_e/whatis_e/whatis_e.htm

# data[].attributes.body
I chose this image for my second artifact for this module because it is of the Hong Kong SkyCity Marriott Hotel.  For our discussion board in this model we used Marriott hotels as our topic. Marriott hotels is widely known for their amazing customer service and friendly employees. We learned that Marriott put employee needs extremely high up on their list, because when employees are happy, they in turn will work harder and be eager to please guest's needs. Due to this, Marriott busted into the global market because expanding globally provides a uniform level of customer service. Creating this feeling makes travelers feel at ease, because traveling can be stressful. When they feel comfortable with where they are staying, they are more likely to travel!

Photo Source: https://www.booking.com/hotel/hk/marriott-hong-kong-skycity.html

# data[].attributes.body
I chose this image as my first image for module 3, because this module focus on managing in the global arena. This is an important concept because there are many businesses that span globally. This chapter talked about the difference between domestic versus global organizations. A domestic organization is one which operates within a single country where they sell their goods and services. An international organization is one that is primarily based in a single country, but they have sales that happen internationally. I think this image shows a representation of an  international organization.

Photo source: https://healthjournals.wordpress.com/2016/12/19/global-management-is-truly-derived-from-economics/

# data[].attributes.body
I chose this gif to be my last artifact from module 2 because learning about how important diversity on a team is really struck me. Until reading chapter 3 of the textbook, I never considered how important it was to have such a diverse team! When working as a team, some members may possess skills and strengths that other members may lack, and vise versa. I didn't think how this could play in to making decisions, creating ideas, and even organizing tasks at hand.

# data[].attributes.body
I chose this image as my third artifact for module 2 because I think it is a really good photographic example of diversity, which we learned about in chapter 3. We learned that diversity refers to the aspects of individuals that shape their identities and the experiences they have in society. I learned in this module that it is important to have a diverse work group, the book states that managers look for diversity in their work place because hiring different people allows them to have a wide range of talents on their team, which is an advantage to them! It is so important to have a diverse group of people on a team because it allows for different talents and different ideas! If all you did was hire 10 of the same person, you would have a lack of ideas and they may lack in certain areas where someone with a different background may be stronger!

Photo source: https://viglobal.com/challenges-ensuring-diversity-and-inclusion-success/

# data[].attributes.body
I chose to include this image as one of my artifacts that I used for Module 2, because we learned about ethics in this module. We learned that the definition of ethics was the capacity to reflect on the values in corporate decision making process, a dn to determine how these values and decisions will affect the different stake holders in the company have, and to establish how managers could then use these observations when it came to their day to day company management. I like how this image goes beyond just that black and white definition and shows the other things that go in to being ethical. I found it really interesting!

Photo source: https://www.reactgroup.org/news-and-views/news-and-opinions/year-2017/the-ethics-of-antibiotic-resistance/

# data[].attributes.body
I chose this little cartoon as my first artifact for module 2 because one of the topics we learned about in this module was social responsibility in the sense of business. In chapter 2 it stated that all managers should make a concerted attempt to:

Perform legally required social responsible activities

Consider going beyond the social responsibility activities that are legally required of them

Inform all significant individuals of the extent that their organization will get involved when performing these socially responsible activities.

I think this cartoon does a pretty good little job at breaking down the other things that go in to making a business socially responsible!

Photo source: https://givingcompass.org/article/5-inspirational-examples-of-corporate-social-responsibility-in-marketing/

Book: “Modern Management: Concepts and Skills.” Modern Management: Concepts and Skills, by Samuel C. Certo and S. Trevis. Certo, Pearson, 2016, pp. 24–28.

# data[].attributes.body
I chose this photo to be my last artifact for module 1. I found it to be really relevant to what we learned, because this module broke down what a manager does and talked a lot about the different actives they perform. Initially, I believed managers just kind of dealt directly with the higher ups and with customer problems that went beyond what a normal employee can do. Not until taking this class did I realize all the things they have to juggle behind the scenes. This picture does a pretty good job at showing just how much a manager has to juggle...come to think of it, they may also appreciate the extra hands!

Photo source: https://www.beewits.com/project-management-tools/

# data[].attributes.body
I chose to include this image as my third artifact for something I found to be representative of module 1. This image is a photo of a manager and his team. One thing I took away from module 1 is that a good manager is nothing without his team! A good team and a good manager go hand in hand, without each other they would not be successful. It is a managers job to make sure his team is operating to the best of their abilities, completing their tasks, and that they are all working well as a team. In this module I learned that a manager does not do his job alone! This module taught me all the important things that a successful manager implements on his team, and if done well the team will be successful.

Photo source: https://blog.edx.org/6-fundamentals-of-business-management

# data[].attributes.body
For my second artifact to include in what I took away from module 1, I selected this image from an article I found at: https://www.thebalancecareers.com/management-skills-list-2062427. Module 1 was all about introducing us to modern management and the things that go in to it. This article went in to detail about the skills companies look for a good manager to possess. We learned that planning was one of the functions of management. This article goes in to detail about how a good manager is able to adapt to many things while being a manger such as being able to make time tables and budgets, being able to delegate tasks to individuals capable of completing them, and many other things. The article also mentions organizing as one of the skills, it said that a good manager may have to create a new hierarchy system within the office, plan events, or ever reorganize office layout in order to get the job done. Leadership was another good trait this article mentioned. They stated that a good manager sets an example for this staff by demonstrating through the way they act.

# data[].attributes.body
The reason I chose to include this image on my wall is because I found it to be a good breakdown  of all the parts that a good manager must consider. In module 1, we were introduced to modern management, we learned that management functions were broken down in to: planning, organizing, influencing, and controlling. I feel this image shows this break down well! Before I took this class, I thought a good manager only had to consider making a good team to be successful, but boy was I wrong! There are so many things that go in to being a good manager.

Photo source: https://cdn1.cloudpro.co.uk/sites/cloudprod7/files/Project%20management.jpg