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    I need your help – ## JWI556Week4LectureNotes.pdf – JWI556Week4Discussion.jpeg – JWI556DonnaWeek4Response.jpeg – JWI556SharellWeek4Response.jpeg **## JWI556Week4LectureNotes.pdf** © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary inform…

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    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
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    JWI 556 (1196) Page 1 of 8

    JWI 556
    Leading Change by Putting People First

    Week 4 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 2 of 8

    WHAT’S IN IT FOR ME?

    What It Means

    The first thought that goes through most people’s minds when presented with a change –
    especially one that is going to take a lot of work and cause a lot of disruption – is What’s in it for
    me? It’s not that we don’t care about the impact of the change on others. Of course, we do. But
    we really, really…really care about how it impacts what we do every day. If you’re going to lead
    change by putting people first, you had better be prepared to explain and demonstrate what’s in
    it for them.

    Why It Matters

    • It’s not enough that you understand what the wins are. You have to communicate these
    to every stakeholder in a way that is clear and compelling.

    • You have to empower stakeholders to be drivers of the change that will impact them, not
    pawns who see the change as something being done to them.

    • To ensure the value of the change is real and meaningful, you have to lock in short-term
    wins. This will provide proof that everything is going in the right direction, and also create
    opportunities for celebration for those being asked to work hard to make the change a
    success.

    “Transformation is not a process involving leadership alone;
    good management is also essential.”

    John Kotter

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 3 of 8

    EFFECTIVE CHANGE COMMUNICATION

    “Talk about the vision for change over and over again.”

    Jack Welch

    Every change initiative needs a communication plan that identifies the messages and information to be
    shared. It lets people know who the stakeholders or audience will be, and explains when the
    communication will take place and how it will be carried out.

    The guiding coalition may have spent hundreds of hours chewing through data, assessing alternatives,
    fine-tuning the vision, and growing their commitment to it. But if everybody else in the organization is
    expected to understand and follow the change in a fraction of the time with a fraction of the information,
    we are setting ourselves up for failure.

    In fact, the potential for a communication failure exists even before the communication plan is rolled out.

    "Failure in the first three phases of a transformation effort often contributes to problems
    here. When the urgency rate isn’t high enough, people don’t listen carefully to information
    about a new vison. If the guiding coalition isn’t the right group, it will have difficulty both
    creating and sending an appropriate message. If the vision itself is too blurry or just a bad
    idea, selling poor goods becomes a tough job…

    For people who have been trained only to be managers, communication of vision can be
    particularly difficult. Managers tend to think in terms of their immediate subordinates and
    boss, not the broader constituencies that need to buy into a vision. They tend to be most
    comfortable with routine factual communication, not future-oriented strategizing and
    dreaming. Of course, they can learn. But that requires time, effort, and, perhaps most of
    all, a clear sense of what the problem is and how it can be solved.”

    Leading Change, pp. 88-89

    Communication shortcomings typically come in four flavors:

    1. Not Enough
    There is simply not enough communication to create real understanding, let alone change
    behavior. Communication may be plentiful at the most senior levels, but never penetrates down
    into the organization.

    2. Too Much, Too Soon
    Many well-meaning organizations, determined to avoid the “not enough” charge, flood their
    communication channels with information at the beginning of a change effort. Then, the talk
    quickly trails off. Everybody’s heard the message, right? This creates the perception that the
    change initiative is no longer a priority – it’s all done. Management has likely moved on to its next
    preoccupation.

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 4 of 8

    3. Happy Talk
    Few people like to deliver bad news or be cast as the villain in an organizational drama. At the
    beginning of a change effort, leaders may not know the details of which jobs may be lost or how
    lives may change. A change that greatly benefits some parts of the organization may cause
    others to suffer. Too often, executives seek to conceal these complexities under a blanket of
    happy talk. “This is a merger of equals!” “Everyone will benefit!”

    4. Mixed Messages
    Mixed messages may stem from different communicators being on different pages. HR is saying
    one thing, while sales management is saying another. But even more frequently, mixed
    messages come from disconnects between the words and the actions of key leaders. Who is
    being promoted? Where is the money going? Who is tightening their belt or turning to face their
    customers? Who is not? Mixed message anecdotes sweep through an organization in transition
    like wildfire, and actions always speak louder than words.

    To address these, Kotter lays out seven principles for good communication during change.

    1. Simplicity
    All jargon and technobabble must be eliminated.

    2. Metaphor, Analogy, and Example
    A verbal picture is worth a thousand words.

    3. Multiple Forums
    Big meetings and small, memos and newspapers, formal and informal interaction – all are
    effective for spreading the word.

    4. Repetition
    Ideas sink in deeply only after they have been heard many times.

    5. Leadership by Example
    Behavior from important people that is inconsistent with the vision overwhelms other forms of
    communication.

    6. Explanation of Seeming Inconsistencies
    Unaddressed inconsistencies undermine the credibility of all communication.

    7. Give-and-Take
    Two-way communication is always more powerful than one-way communication.

    Leading Change, p. 92

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 5 of 8

    THE IMPORTANCE OF EMPOWERMENT AND ITS ROLE IN
    THE CHANGE PROCESS

    “Environmental change demands organizational change. Major internal transformation
    rarely happens unless many people assist. Yet employees generally won’t help, or can’t
    help, if they feel relatively powerless…The purpose of stage 5 is to empower a broad
    base of people to take action by removing as many barriers to the implementation of the
    change vision as possible…”

    Leading Change, pp. 105-6

    A common theme in both sharing best practices and redesigning processes is that they are most effective
    as group efforts. Those involved in the process engage in candid dialogue and open-ended discovery as
    they carry out the work. But, a number of factors can stand in the way of empowerment:

    • Structures
    Older structures and processes can make it difficult, if not impossible, to implement the new
    vision

    • Skills
    Training is provided, but it is not enough. People are expected to change habits built up over
    years or decades with only five days of education. People are taught the technical skills, but not
    the social skills or attitudes needed to make the new arrangements work. People are given a
    course before they start their new jobs, but aren’t provided with follow-up to help them with the
    problems they encounter while performing their jobs.

    • Systems
    HR systems must support the new vision. Performance evaluation, compensation, promotion, and
    recruiting and hiring must all be tied to it. This may be one of the most important areas where HR
    professionals can be proactive change leaders – taking steps to ensure that the system is ready
    for, and aligned with, the post-change realities.

    • Supervisors
    Managers have to be supported and trained in the new processes so they are true believers and
    don’t get in the way of the change by continuing to apply old management practices to new
    situations.

    Change leaders must be sensitive to these barriers and take action to remove or minimize their negative
    impact. If left unchecked, they can leave even the most fervent change agents feeling powerless. Once
    your change agents begin to feel they are nothing more than cogs in the machine, they will disengage.
    What’s more, you may not realize they have disengaged for weeks or months. But slowly, what was once
    the burning passion for change will dwindle down to an ember, and eventually go out altogether.

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 6 of 8

    THE ROLE AND BENEFITS OF SHORT-TERM WINS IN AN
    ORGANIZATION’S CHANGE EFFORTS

    “Every time you have a success and pass a milestone along the way of the change
    process, stop and celebrate so people can see that it’s worth it.”

    Jack Welch

    Nothing succeeds like success. It makes you feel great and it motivates you to do more. But the benefits
    aren’t just for those leading the change. They’re for those watching the change develop, who may be
    judging whether to continue supporting it if they are an executive sponsor, or worse, may be actually
    rooting for the effort to fall flat. Getting wins on the board early proves you’re going in the right direction.

    “Major change takes time, sometimes lots of time. Zealous believers will often stay the course no
    matter what happens. Most of the rest of us expect to see convincing evidence that all the effort is
    paying off. Nonbelievers have even higher standards of proof. They want to see clear data
    indicating that the changes are working and that the change process isn’t absorbing so many
    resources in the short term as to endanger the organization.

    Running a transformation effort without serious attention to short-term wins is extremely risky…
    Sometimes you get lucky; visible results just happen. But sometimes your luck runs out…”

    Leading Change, p. 123

    Many experienced managers who are tasked with driving major change initiatives ignore the vital role of
    quick wins. Some of these managers are actively disparaging, dismissing the focus on small, early results
    as a distraction from achieving big, long-term goals. Some are deeply uneasy about demanding
    immediate results. Many believe that months or years of properly planned activity will generate the
    desired results at the end of the day, so they see no need to accelerate the process. But these beliefs are
    costly and often fatal to the success of a transformation. In large-scale, long-term change initiatives,
    you’ve got to generate a steady stream of short-term wins if you want to reach the ultimate finish line.

    “Systematically targeting objectives and budgeting for them, creating plans to achieve
    those objectives, organizing for implementation, and then controlling the process to keep
    it on track – this is the essence of management. With that in mind, one can easily see
    that the need to create short-term wins in a successful change effort demonstrates an
    important principle: Transformation is not a process involving leadership alone; good
    management is also essential. A balance of the two is required…”

    Leading Change, p. 133

    Good short-term wins are: (a) visible – large numbers of people can see for themselves whether the result
    is real or just hype, (b) unambiguous – there can be little argument over the call, and (c) clearly related to
    the change effort. And they serve six roles:

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 7 of 8

    1. Provide evidence that sacrifices are worth it

    Wins greatly help justify the short-term costs involved.

    2. Reward change agents with a pat on the back
    After a lot of hard work, positive feedback builds morale and motivation.

    3. Help fine-tune vision and strategies
    Short-term wins give the guiding coalition concrete data on the viability of their ideas.

    4. Undermine cynics and self-serving resisters
    Clear improvements in performance make it difficult for people to block needed change.

    5. Keep bosses on board
    Provides those higher in the hierarchy with evidence that the transformation is on track.

    6. Build momentum
    Turns neutrals into supporters, reluctant supporters into active helpers, etc.

    Leading Change, p. 127

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 8 of 8

    GETTING THE MOST OUT OF THIS WEEK’S CLASS

    As you read the materials and participate in class activities, stay focused on the key learning outcomes
    for the week:

    • Identify the principles of effective change communication

    Map out a communication plan for a change initiative you would like to see happen. Do you have
    a good understanding of all the communication tools that are available to you within the
    organization? Think about email blasts, newsletters, town hall meetings, and other media/events
    that could be used to get the message out. Identify the stakeholders you will need to reach.
    Which parts of the organization will require the most communication and why? Make sure your
    communications are clear, and that they keep the vision statement front and center. Align what
    you are saying to the Mission and Values of the organization. Include a “roadmap” (even a high-
    level one) of action steps and milestones so people understand the journey and the timeframe.
    And finally, make sure your communication allows for dialogue and questions, and does not turn
    into a download.

    • Understand the importance of empowerment and its role in the change process

    Are your change leaders being given what they need to get it done and make a real difference,
    or do they feel like cogs in a machine? Talk with your team to identify the things that take power
    away from them. What would it take to change that? Go back and review Patty McCord’s book,
    Powerful. What ideas are presented that could be leveraged to make changes to empower your
    team? If you are a team leader, identify three things you could do within 30 days to empower
    your people more. What effect would this have on the performance of the team and the
    organization?

    • Analyze the role and benefits of short-term wins in an organization's change efforts

    How are you keeping score in the progress of your change initiative? If you have been a part of
    a previous change effort that was able to capitalize on short-term wins, what did they do? How
    can you replicate it? What are the metrics, measurements, and milestones that matter in order
    to provide concrete data that demonstrates things are going in the right direction? Remember,
    meaningful short-terms wins should:

    ü Be fact-based
    ü Be easy to remember
    ü Measure what matters
    ü Provide specific examples of what is achieved
    ü Hold people accountable
    ü Create opportunities to celebrate success

    **JWI556Week4Discussion.jpeg**

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    **## JWI556Week4LectureNotes.pdf**

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 1 of 8

    JWI 556
    Leading Change by Putting People First

    Week 4 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 2 of 8

    WHAT’S IN IT FOR ME?

    What It Means

    The first thought that goes through most people’s minds when presented with a change –
    especially one that is going to take a lot of work and cause a lot of disruption – is What’s in it for
    me? It’s not that we don’t care about the impact of the change on others. Of course, we do. But
    we really, really…really care about how it impacts what we do every day. If you’re going to lead
    change by putting people first, you had better be prepared to explain and demonstrate what’s in
    it for them.

    Why It Matters

    • It’s not enough that you understand what the wins are. You have to communicate these
    to every stakeholder in a way that is clear and compelling.

    • You have to empower stakeholders to be drivers of the change that will impact them, not
    pawns who see the change as something being done to them.

    • To ensure the value of the change is real and meaningful, you have to lock in short-term
    wins. This will provide proof that everything is going in the right direction, and also create
    opportunities for celebration for those being asked to work hard to make the change a
    success.

    “Transformation is not a process involving leadership alone;
    good management is also essential.”

    John Kotter

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 3 of 8

    EFFECTIVE CHANGE COMMUNICATION

    “Talk about the vision for change over and over again.”

    Jack Welch

    Every change initiative needs a communication plan that identifies the messages and information to be
    shared. It lets people know who the stakeholders or audience will be, and explains when the
    communication will take place and how it will be carried out.

    The guiding coalition may have spent hundreds of hours chewing through data, assessing alternatives,
    fine-tuning the vision, and growing their commitment to it. But if everybody else in the organization is
    expected to understand and follow the change in a fraction of the time with a fraction of the information,
    we are setting ourselves up for failure.

    In fact, the potential for a communication failure exists even before the communication plan is rolled out.

    "Failure in the first three phases of a transformation effort often contributes to problems
    here. When the urgency rate isn’t high enough, people don’t listen carefully to information
    about a new vison. If the guiding coalition isn’t the right group, it will have difficulty both
    creating and sending an appropriate message. If the vision itself is too blurry or just a bad
    idea, selling poor goods becomes a tough job…

    For people who have been trained only to be managers, communication of vision can be
    particularly difficult. Managers tend to think in terms of their immediate subordinates and
    boss, not the broader constituencies that need to buy into a vision. They tend to be most
    comfortable with routine factual communication, not future-oriented strategizing and
    dreaming. Of course, they can learn. But that requires time, effort, and, perhaps most of
    all, a clear sense of what the problem is and how it can be solved.”

    Leading Change, pp. 88-89

    Communication shortcomings typically come in four flavors:

    1. Not Enough
    There is simply not enough communication to create real understanding, let alone change
    behavior. Communication may be plentiful at the most senior levels, but never penetrates down
    into the organization.

    2. Too Much, Too Soon
    Many well-meaning organizations, determined to avoid the “not enough” charge, flood their
    communication channels with information at the beginning of a change effort. Then, the talk
    quickly trails off. Everybody’s heard the message, right? This creates the perception that the
    change initiative is no longer a priority – it’s all done. Management has likely moved on to its next
    preoccupation.

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 4 of 8

    3. Happy Talk
    Few people like to deliver bad news or be cast as the villain in an organizational drama. At the
    beginning of a change effort, leaders may not know the details of which jobs may be lost or how
    lives may change. A change that greatly benefits some parts of the organization may cause
    others to suffer. Too often, executives seek to conceal these complexities under a blanket of
    happy talk. “This is a merger of equals!” “Everyone will benefit!”

    4. Mixed Messages
    Mixed messages may stem from different communicators being on different pages. HR is saying
    one thing, while sales management is saying another. But even more frequently, mixed
    messages come from disconnects between the words and the actions of key leaders. Who is
    being promoted? Where is the money going? Who is tightening their belt or turning to face their
    customers? Who is not? Mixed message anecdotes sweep through an organization in transition
    like wildfire, and actions always speak louder than words.

    To address these, Kotter lays out seven principles for good communication during change.

    1. Simplicity
    All jargon and technobabble must be eliminated.

    2. Metaphor, Analogy, and Example
    A verbal picture is worth a thousand words.

    3. Multiple Forums
    Big meetings and small, memos and newspapers, formal and informal interaction – all are
    effective for spreading the word.

    4. Repetition
    Ideas sink in deeply only after they have been heard many times.

    5. Leadership by Example
    Behavior from important people that is inconsistent with the vision overwhelms other forms of
    communication.

    6. Explanation of Seeming Inconsistencies
    Unaddressed inconsistencies undermine the credibility of all communication.

    7. Give-and-Take
    Two-way communication is always more powerful than one-way communication.

    Leading Change, p. 92

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 5 of 8

    THE IMPORTANCE OF EMPOWERMENT AND ITS ROLE IN
    THE CHANGE PROCESS

    “Environmental change demands organizational change. Major internal transformation
    rarely happens unless many people assist. Yet employees generally won’t help, or can’t
    help, if they feel relatively powerless…The purpose of stage 5 is to empower a broad
    base of people to take action by removing as many barriers to the implementation of the
    change vision as possible…”

    Leading Change, pp. 105-6

    A common theme in both sharing best practices and redesigning processes is that they are most effective
    as group efforts. Those involved in the process engage in candid dialogue and open-ended discovery as
    they carry out the work. But, a number of factors can stand in the way of empowerment:

    • Structures
    Older structures and processes can make it difficult, if not impossible, to implement the new
    vision

    • Skills
    Training is provided, but it is not enough. People are expected to change habits built up over
    years or decades with only five days of education. People are taught the technical skills, but not
    the social skills or attitudes needed to make the new arrangements work. People are given a
    course before they start their new jobs, but aren’t provided with follow-up to help them with the
    problems they encounter while performing their jobs.

    • Systems
    HR systems must support the new vision. Performance evaluation, compensation, promotion, and
    recruiting and hiring must all be tied to it. This may be one of the most important areas where HR
    professionals can be proactive change leaders – taking steps to ensure that the system is ready
    for, and aligned with, the post-change realities.

    • Supervisors
    Managers have to be supported and trained in the new processes so they are true believers and
    don’t get in the way of the change by continuing to apply old management practices to new
    situations.

    Change leaders must be sensitive to these barriers and take action to remove or minimize their negative
    impact. If left unchecked, they can leave even the most fervent change agents feeling powerless. Once
    your change agents begin to feel they are nothing more than cogs in the machine, they will disengage.
    What’s more, you may not realize they have disengaged for weeks or months. But slowly, what was once
    the burning passion for change will dwindle down to an ember, and eventually go out altogether.

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 6 of 8

    THE ROLE AND BENEFITS OF SHORT-TERM WINS IN AN
    ORGANIZATION’S CHANGE EFFORTS

    “Every time you have a success and pass a milestone along the way of the change
    process, stop and celebrate so people can see that it’s worth it.”

    Jack Welch

    Nothing succeeds like success. It makes you feel great and it motivates you to do more. But the benefits
    aren’t just for those leading the change. They’re for those watching the change develop, who may be
    judging whether to continue supporting it if they are an executive sponsor, or worse, may be actually
    rooting for the effort to fall flat. Getting wins on the board early proves you’re going in the right direction.

    “Major change takes time, sometimes lots of time. Zealous believers will often stay the course no
    matter what happens. Most of the rest of us expect to see convincing evidence that all the effort is
    paying off. Nonbelievers have even higher standards of proof. They want to see clear data
    indicating that the changes are working and that the change process isn’t absorbing so many
    resources in the short term as to endanger the organization.

    Running a transformation effort without serious attention to short-term wins is extremely risky…
    Sometimes you get lucky; visible results just happen. But sometimes your luck runs out…”

    Leading Change, p. 123

    Many experienced managers who are tasked with driving major change initiatives ignore the vital role of
    quick wins. Some of these managers are actively disparaging, dismissing the focus on small, early results
    as a distraction from achieving big, long-term goals. Some are deeply uneasy about demanding
    immediate results. Many believe that months or years of properly planned activity will generate the
    desired results at the end of the day, so they see no need to accelerate the process. But these beliefs are
    costly and often fatal to the success of a transformation. In large-scale, long-term change initiatives,
    you’ve got to generate a steady stream of short-term wins if you want to reach the ultimate finish line.

    “Systematically targeting objectives and budgeting for them, creating plans to achieve
    those objectives, organizing for implementation, and then controlling the process to keep
    it on track – this is the essence of management. With that in mind, one can easily see
    that the need to create short-term wins in a successful change effort demonstrates an
    important principle: Transformation is not a process involving leadership alone; good
    management is also essential. A balance of the two is required…”

    Leading Change, p. 133

    Good short-term wins are: (a) visible – large numbers of people can see for themselves whether the result
    is real or just hype, (b) unambiguous – there can be little argument over the call, and (c) clearly related to
    the change effort. And they serve six roles:

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 7 of 8

    1. Provide evidence that sacrifices are worth it

    Wins greatly help justify the short-term costs involved.

    2. Reward change agents with a pat on the back
    After a lot of hard work, positive feedback builds morale and motivation.

    3. Help fine-tune vision and strategies
    Short-term wins give the guiding coalition concrete data on the viability of their ideas.

    4. Undermine cynics and self-serving resisters
    Clear improvements in performance make it difficult for people to block needed change.

    5. Keep bosses on board
    Provides those higher in the hierarchy with evidence that the transformation is on track.

    6. Build momentum
    Turns neutrals into supporters, reluctant supporters into active helpers, etc.

    Leading Change, p. 127

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 8 of 8

    GETTING THE MOST OUT OF THIS WEEK’S CLASS

    As you read the materials and participate in class activities, stay focused on the key learning outcomes
    for the week:

    • Identify the principles of effective change communication

    Map out a communication plan for a change initiative you would like to see happen. Do you have
    a good understanding of all the communication tools that are available to you within the
    organization? Think about email blasts, newsletters, town hall meetings, and other media/events
    that could be used to get the message out. Identify the stakeholders you will need to reach.
    Which parts of the organization will require the most communication and why? Make sure your
    communications are clear, and that they keep the vision statement front and center. Align what
    you are saying to the Mission and Values of the organization. Include a “roadmap” (even a high-
    level one) of action steps and milestones so people understand the journey and the timeframe.
    And finally, make sure your communication allows for dialogue and questions, and does not turn
    into a download.

    • Understand the importance of empowerment and its role in the change process

    Are your change leaders being given what they need to get it done and make a real difference,
    or do they feel like cogs in a machine? Talk with your team to identify the things that take power
    away from them. What would it take to change that? Go back and review Patty McCord’s book,
    Powerful. What ideas are presented that could be leveraged to make changes to empower your
    team? If you are a team leader, identify three things you could do within 30 days to empower
    your people more. What effect would this have on the performance of the team and the
    organization?

    • Analyze the role and benefits of short-term wins in an organization's change efforts

    How are you keeping score in the progress of your change initiative? If you have been a part of
    a previous change effort that was able to capitalize on short-term wins, what did they do? How
    can you replicate it? What are the metrics, measurements, and milestones that matter in order
    to provide concrete data that demonstrates things are going in the right direction? Remember,
    meaningful short-terms wins should:

    ü Be fact-based
    ü Be easy to remember
    ü Measure what matters
    ü Provide specific examples of what is achieved
    ü Hold people accountable
    ü Create opportunities to celebrate success

    **JWI556Week4Discussion.jpeg**

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    **## JWI556Week4LectureNotes.pdf**

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 1 of 8

    JWI 556
    Leading Change by Putting People First

    Week 4 Lecture Notes

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 2 of 8

    WHAT’S IN IT FOR ME?

    What It Means

    The first thought that goes through most people’s minds when presented with a change –
    especially one that is going to take a lot of work and cause a lot of disruption – is What’s in it for
    me? It’s not that we don’t care about the impact of the change on others. Of course, we do. But
    we really, really…really care about how it impacts what we do every day. If you’re going to lead
    change by putting people first, you had better be prepared to explain and demonstrate what’s in
    it for them.

    Why It Matters

    • It’s not enough that you understand what the wins are. You have to communicate these
    to every stakeholder in a way that is clear and compelling.

    • You have to empower stakeholders to be drivers of the change that will impact them, not
    pawns who see the change as something being done to them.

    • To ensure the value of the change is real and meaningful, you have to lock in short-term
    wins. This will provide proof that everything is going in the right direction, and also create
    opportunities for celebration for those being asked to work hard to make the change a
    success.

    “Transformation is not a process involving leadership alone;
    good management is also essential.”

    John Kotter

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 3 of 8

    EFFECTIVE CHANGE COMMUNICATION

    “Talk about the vision for change over and over again.”

    Jack Welch

    Every change initiative needs a communication plan that identifies the messages and information to be
    shared. It lets people know who the stakeholders or audience will be, and explains when the
    communication will take place and how it will be carried out.

    The guiding coalition may have spent hundreds of hours chewing through data, assessing alternatives,
    fine-tuning the vision, and growing their commitment to it. But if everybody else in the organization is
    expected to understand and follow the change in a fraction of the time with a fraction of the information,
    we are setting ourselves up for failure.

    In fact, the potential for a communication failure exists even before the communication plan is rolled out.

    "Failure in the first three phases of a transformation effort often contributes to problems
    here. When the urgency rate isn’t high enough, people don’t listen carefully to information
    about a new vison. If the guiding coalition isn’t the right group, it will have difficulty both
    creating and sending an appropriate message. If the vision itself is too blurry or just a bad
    idea, selling poor goods becomes a tough job…

    For people who have been trained only to be managers, communication of vision can be
    particularly difficult. Managers tend to think in terms of their immediate subordinates and
    boss, not the broader constituencies that need to buy into a vision. They tend to be most
    comfortable with routine factual communication, not future-oriented strategizing and
    dreaming. Of course, they can learn. But that requires time, effort, and, perhaps most of
    all, a clear sense of what the problem is and how it can be solved.”

    Leading Change, pp. 88-89

    Communication shortcomings typically come in four flavors:

    1. Not Enough
    There is simply not enough communication to create real understanding, let alone change
    behavior. Communication may be plentiful at the most senior levels, but never penetrates down
    into the organization.

    2. Too Much, Too Soon
    Many well-meaning organizations, determined to avoid the “not enough” charge, flood their
    communication channels with information at the beginning of a change effort. Then, the talk
    quickly trails off. Everybody’s heard the message, right? This creates the perception that the
    change initiative is no longer a priority – it’s all done. Management has likely moved on to its next
    preoccupation.

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 4 of 8

    3. Happy Talk
    Few people like to deliver bad news or be cast as the villain in an organizational drama. At the
    beginning of a change effort, leaders may not know the details of which jobs may be lost or how
    lives may change. A change that greatly benefits some parts of the organization may cause
    others to suffer. Too often, executives seek to conceal these complexities under a blanket of
    happy talk. “This is a merger of equals!” “Everyone will benefit!”

    4. Mixed Messages
    Mixed messages may stem from different communicators being on different pages. HR is saying
    one thing, while sales management is saying another. But even more frequently, mixed
    messages come from disconnects between the words and the actions of key leaders. Who is
    being promoted? Where is the money going? Who is tightening their belt or turning to face their
    customers? Who is not? Mixed message anecdotes sweep through an organization in transition
    like wildfire, and actions always speak louder than words.

    To address these, Kotter lays out seven principles for good communication during change.

    1. Simplicity
    All jargon and technobabble must be eliminated.

    2. Metaphor, Analogy, and Example
    A verbal picture is worth a thousand words.

    3. Multiple Forums
    Big meetings and small, memos and newspapers, formal and informal interaction – all are
    effective for spreading the word.

    4. Repetition
    Ideas sink in deeply only after they have been heard many times.

    5. Leadership by Example
    Behavior from important people that is inconsistent with the vision overwhelms other forms of
    communication.

    6. Explanation of Seeming Inconsistencies
    Unaddressed inconsistencies undermine the credibility of all communication.

    7. Give-and-Take
    Two-way communication is always more powerful than one-way communication.

    Leading Change, p. 92

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 5 of 8

    THE IMPORTANCE OF EMPOWERMENT AND ITS ROLE IN
    THE CHANGE PROCESS

    “Environmental change demands organizational change. Major internal transformation
    rarely happens unless many people assist. Yet employees generally won’t help, or can’t
    help, if they feel relatively powerless…The purpose of stage 5 is to empower a broad
    base of people to take action by removing as many barriers to the implementation of the
    change vision as possible…”

    Leading Change, pp. 105-6

    A common theme in both sharing best practices and redesigning processes is that they are most effective
    as group efforts. Those involved in the process engage in candid dialogue and open-ended discovery as
    they carry out the work. But, a number of factors can stand in the way of empowerment:

    • Structures
    Older structures and processes can make it difficult, if not impossible, to implement the new
    vision

    • Skills
    Training is provided, but it is not enough. People are expected to change habits built up over
    years or decades with only five days of education. People are taught the technical skills, but not
    the social skills or attitudes needed to make the new arrangements work. People are given a
    course before they start their new jobs, but aren’t provided with follow-up to help them with the
    problems they encounter while performing their jobs.

    • Systems
    HR systems must support the new vision. Performance evaluation, compensation, promotion, and
    recruiting and hiring must all be tied to it. This may be one of the most important areas where HR
    professionals can be proactive change leaders – taking steps to ensure that the system is ready
    for, and aligned with, the post-change realities.

    • Supervisors
    Managers have to be supported and trained in the new processes so they are true believers and
    don’t get in the way of the change by continuing to apply old management practices to new
    situations.

    Change leaders must be sensitive to these barriers and take action to remove or minimize their negative
    impact. If left unchecked, they can leave even the most fervent change agents feeling powerless. Once
    your change agents begin to feel they are nothing more than cogs in the machine, they will disengage.
    What’s more, you may not realize they have disengaged for weeks or months. But slowly, what was once
    the burning passion for change will dwindle down to an ember, and eventually go out altogether.

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 6 of 8

    THE ROLE AND BENEFITS OF SHORT-TERM WINS IN AN
    ORGANIZATION’S CHANGE EFFORTS

    “Every time you have a success and pass a milestone along the way of the change
    process, stop and celebrate so people can see that it’s worth it.”

    Jack Welch

    Nothing succeeds like success. It makes you feel great and it motivates you to do more. But the benefits
    aren’t just for those leading the change. They’re for those watching the change develop, who may be
    judging whether to continue supporting it if they are an executive sponsor, or worse, may be actually
    rooting for the effort to fall flat. Getting wins on the board early proves you’re going in the right direction.

    “Major change takes time, sometimes lots of time. Zealous believers will often stay the course no
    matter what happens. Most of the rest of us expect to see convincing evidence that all the effort is
    paying off. Nonbelievers have even higher standards of proof. They want to see clear data
    indicating that the changes are working and that the change process isn’t absorbing so many
    resources in the short term as to endanger the organization.

    Running a transformation effort without serious attention to short-term wins is extremely risky…
    Sometimes you get lucky; visible results just happen. But sometimes your luck runs out…”

    Leading Change, p. 123

    Many experienced managers who are tasked with driving major change initiatives ignore the vital role of
    quick wins. Some of these managers are actively disparaging, dismissing the focus on small, early results
    as a distraction from achieving big, long-term goals. Some are deeply uneasy about demanding
    immediate results. Many believe that months or years of properly planned activity will generate the
    desired results at the end of the day, so they see no need to accelerate the process. But these beliefs are
    costly and often fatal to the success of a transformation. In large-scale, long-term change initiatives,
    you’ve got to generate a steady stream of short-term wins if you want to reach the ultimate finish line.

    “Systematically targeting objectives and budgeting for them, creating plans to achieve
    those objectives, organizing for implementation, and then controlling the process to keep
    it on track – this is the essence of management. With that in mind, one can easily see
    that the need to create short-term wins in a successful change effort demonstrates an
    important principle: Transformation is not a process involving leadership alone; good
    management is also essential. A balance of the two is required…”

    Leading Change, p. 133

    Good short-term wins are: (a) visible – large numbers of people can see for themselves whether the result
    is real or just hype, (b) unambiguous – there can be little argument over the call, and (c) clearly related to
    the change effort. And they serve six roles:

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 7 of 8

    1. Provide evidence that sacrifices are worth it

    Wins greatly help justify the short-term costs involved.

    2. Reward change agents with a pat on the back
    After a lot of hard work, positive feedback builds morale and motivation.

    3. Help fine-tune vision and strategies
    Short-term wins give the guiding coalition concrete data on the viability of their ideas.

    4. Undermine cynics and self-serving resisters
    Clear improvements in performance make it difficult for people to block needed change.

    5. Keep bosses on board
    Provides those higher in the hierarchy with evidence that the transformation is on track.

    6. Build momentum
    Turns neutrals into supporters, reluctant supporters into active helpers, etc.

    Leading Change, p. 127

    © Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may not
    be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

    JWI 556 (1196) Page 8 of 8

    GETTING THE MOST OUT OF THIS WEEK’S CLASS

    As you read the materials and participate in class activities, stay focused on the key learning outcomes
    for the week:

    • Identify the principles of effective change communication

    Map out a communication plan for a change initiative you would like to see happen. Do you have
    a good understanding of all the communication tools that are available to you within the
    organization? Think about email blasts, newsletters, town hall meetings, and other media/events
    that could be used to get the message out. Identify the stakeholders you will need to reach.
    Which parts of the organization will require the most communication and why? Make sure your
    communications are clear, and that they keep the vision statement front and center. Align what
    you are saying to the Mission and Values of the organization. Include a “roadmap” (even a high-
    level one) of action steps and milestones so people understand the journey and the timeframe.
    And finally, make sure your communication allows for dialogue and questions, and does not turn
    into a download.

    • Understand the importance of empowerment and its role in the change process

    Are your change leaders being given what they need to get it done and make a real difference,
    or do they feel like cogs in a machine? Talk with your team to identify the things that take power
    away from them. What would it take to change that? Go back and review Patty McCord’s book,
    Powerful. What ideas are presented that could be leveraged to make changes to empower your
    team? If you are a team leader, identify three things you could do within 30 days to empower
    your people more. What effect would this have on the performance of the team and the
    organization?

    • Analyze the role and benefits of short-term wins in an organization's change efforts

    How are you keeping score in the progress of your change initiative? If you have been a part of
    a previous change effort that was able to capitalize on short-term wins, what did they do? How
    can you replicate it? What are the metrics, measurements, and milestones that matter in order
    to provide concrete data that demonstrates things are going in the right direction? Remember,
    meaningful short-terms wins should:

    ü Be fact-based
    ü Be easy to remember
    ü Measure what matters
    ü Provide specific examples of what is achieved
    ü Hold people accountable
    ü Create opportunities to celebrate success

    **JWI556Week4Discussion.jpeg**

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    – 1
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    – 3
    – 4

  • [Solved] nico

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    – ## nico.docx **## nico.docx** **For this assignment, you will create a public service announcement (PSA) against the use of nicotine. Select one of the options below for your PSA.** **Option 1:** **Create a 1-3-minute public service video message against the use of nicotine. Include the following …

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    – ## nico.docx

    **## nico.docx**

    **For this assignment, you will create a public service announcement (PSA) against the use of nicotine. Select one of the options below for your PSA.**

    **Option 1:**

    **Create a 1-3-minute public service video message against the use of nicotine. Include the following in the PSA:**

    1.
    **A description of the adverse effects of nicotine on the body**

    2.
    **At least one available resource for persons wanting to quit smoking**

    **Option 2:**

    **Write a one-page memo of approximately 300 to 500 words against the use of nicotine that could be sent to employees of a large corporation. Include the following in the memo:**

    1.
    **A description of the adverse effects of nicotine on the body**

    2.
    **At least one available resource for person’s wanting to quit smoking**

    3.
    **Follow standard memo formatting and include an opening and closing.**

    **This assignment uses a scoring guide. Please review the scoring guide prior to beginning the assignment to become familiar with the expectations for successful completion.**

    **You are not required to submit this assignment to LopesWrite.**

    **_This assignment meets the following NASAC Standards:_**

    **_3) Describe the behavioral, psychological, physical health, and social effects of psychoactive drugs, including alcohol and tobacco, on the consumer and significant others._**

    **_14) Be familiar with medical and pharmaceutical resources in the treatment of addictive disease and other substance-related disorders._**

    **_26) Screen for alcohol and other drug toxicity, withdrawal symptoms, aggression or danger to others, and potential for self-inflicted harm or suicide._**

    **_103) Describe warning signs, symptoms, and the course of addictions._**

    **## nico.docx**

    **For this assignment, you will create a public service announcement (PSA) against the use of nicotine. Select one of the options below for your PSA.**

    **Option 1:**

    **Create a 1-3-minute public service video message against the use of nicotine. Include the following in the PSA:**

    1.
    **A description of the adverse effects of nicotine on the body**

    2.
    **At least one available resource for persons wanting to quit smoking**

    **Option 2:**

    **Write a one-page memo of approximately 300 to 500 words against the use of nicotine that could be sent to employees of a large corporation. Include the following in the memo:**

    1.
    **A description of the adverse effects of nicotine on the body**

    2.
    **At least one available resource for person’s wanting to quit smoking**

    3.
    **Follow standard memo formatting and include an opening and closing.**

    **This assignment uses a scoring guide. Please review the scoring guide prior to beginning the assignment to become familiar with the expectations for successful completion.**

    **You are not required to submit this assignment to LopesWrite.**

    **_This assignment meets the following NASAC Standards:_**

    **_3) Describe the behavioral, psychological, physical health, and social effects of psychoactive drugs, including alcohol and tobacco, on the consumer and significant others._**

    **_14) Be familiar with medical and pharmaceutical resources in the treatment of addictive disease and other substance-related disorders._**

    **_26) Screen for alcohol and other drug toxicity, withdrawal symptoms, aggression or danger to others, and potential for self-inflicted harm or suicide._**

    **_103) Describe warning signs, symptoms, and the course of addictions._**

  • [Solved] AQR&A Week 10 Assignment 1

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    Search the Internet to find examples of QDA software. These can include free versions as well as proprietary purchased applications. Note that some applications indicate they are a good fit for certain qualitative approaches. You may find examples in the websites listed in the Learning Resources sec…

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    Search the Internet to find examples of QDA software. These can include free versions as well as proprietary purchased applications. Note that some applications indicate they are a good fit for certain qualitative approaches. You may find examples in the websites listed in the Learning Resources section above.  Choose two examples of QDA software to investigate. Go to their respective websites and explore the FAQs, demos, customer feedback, and other resources that inform you about their capabilities and limitations.Develop a 3- to 5-page paper describing considerations for choosing to use QDA software. Include your responses to the following:
    – **Hands-on:** Summarize your experience with coding using Excel or Word. Identify what worked well, where you struggled, and how the process of coding evolved.
    – **Research:** Summarize your research on your two choices by comparing and contrasting features. Describe why you chose these two versus the others and, given your experience in this course, what you are considering for your capstone.

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    Full assignment prompt and step-by-step guidance are included in the downloadable solution file.

  • [Solved] Capstone

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    APA FORMAT WITH CITED REFERENCES. TURNITIN REQUIRED PLAGIARISM REQUIRED #1

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    APA FORMAT WITH CITED REFERENCES.
    TURNITIN REQUIRED PLAGIARISM REQUIRED
    #1

  • [Solved] ECO 6301 II

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    – ## EconomicsforManagersECO6301UnitIIDB.docx – ## UnitIIStudyGuide.pdf **## EconomicsforManagersECO6301UnitIIDB.docx** 2 Economics for Managers ECO 6301 Unit II This unit's readings include information on pricing. You are introduced to the shutdown price, using elasticity to determine the effects o…

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    – ## EconomicsforManagersECO6301UnitIIDB.docx

    – ## UnitIIStudyGuide.pdf

    **## EconomicsforManagersECO6301UnitIIDB.docx**

    2

    Economics for Managers ECO 6301 Unit II

    This unit's readings include information on pricing. You are introduced to the shutdown price, using elasticity to determine the effects of price changes, and cost-based pricing. Discuss the importance of considering elasticity in pricing decisions and the danger of relying solely on costs.

    Your initial post should be at least 300 words in length.

    Your initial post should include at least one APA-formatted scholarly, professional, or textbook reference with accompanying in-text citation to support any paraphrased, summarized, or quoted material.

    **## UnitIIStudyGuide.pdf**

    ECO 6301, Economics for Managers 1

    Course Learning Outcomes for Unit II

    At the end of this unit, you should be able to:

    2. Apply the different types of elasticity concepts to business scenarios.
    2.1 Predict demand using elasticity.

    7. Explain the implications of uncertainty in managerial decision-making.

    7.1 Describe how marginal analysis can lead to better decision-making.

    Required Unit Resources

    Chapter 5: Investment Decisions: Look Ahead and Reason Back (ULO 2.1)

    Chapter 6: Simple Pricing (ULO 7.1)

    Chapter 7: Economies of Scale and Scope (ULO 7.1)

    Unit Lesson

    Lesson: Production Decisions, Costs, and Prices (ULOs 2.1 and 7.1)
    This lesson will introduce you to the ways that business use tools for decision-making.

    This unit’s material focuses on business decision-making and explores some tools that can help businesses
    make good decisions. Costs are the first type of information firms need to know for decision-making. If firms
    do not know their own costs, it is really difficult to make decisions. Of course, information is seldom known
    100%, but the closer firms can get to 100%, the better their decision-making will be.

    There are some obvious costs businesses need to know, such as their rent, cost of material, and cost of
    labor. With these costs, firms need to know how the costs will change with their decisions. For example, if
    a business wants to double production, will its cost double to do so? Some probably will, but not all of them.
    Rent and CEO salary are examples of fixed costs. Fixed costs are costs that do not change with changes
    in output. Variables costs are expenses such as labor or materials that change with production. If
    McDonald’s wants to produce another Quarter Pounder, they need more hamburger patties. So when
    making production decisions, fixed costs should not be considered. They do not change, so they do not
    matter to production decisions.

    The Shutdown

    This leads to one of the first important decisions a business should make called the shutdown decision.
    Shutting down does not mean closing-up shop for good. In fact, it can often be reasonable for a business to
    operate even if it is earning at a loss. Consider that fixed costs should not be involved in this decision since
    they cannot be avoided. Fixed costs are important, however, for determining profit. So, if a business shuts
    down, it still has to pay the fixed costs. If a business is able to sell their product for more than it costs to
    produce the product (meaning just looking at variable costs), then a firm can offset some of the loss of the
    fixed costs by continuing to operate. If this is the case, the business would want to continue operating so long
    as the fixed costs remain (a time period economists refer to as the short-run). Once their fixed costs are no
    longer fixed and the business has decision-making control over them (the long-run), then the business owners
    can consider exiting the market entirely. So just to reiterate, it can make perfectly good sense for a business

    UNIT II STUDY GUIDE
    Production Decisions, Costs, and Prices

    ECO 6301, Economics for Managers 2

    UNIT x STUDY GUIDE
    Title

    to operate at a loss; simply earning a loss does not mean the business should shutdown. As long as price
    exceeds average variable cost (variable cost per unit), the firm should continue to operate.

    The shutdown decision applies to more than just firms operating at a loss, however. The same approach is
    used by just about every business, just about every day. It is not based on the income statement the business
    might produce for a month or a quarter or a year, but on a daily decision—on something as simple as which
    hours to be open. Breakfast restaurants typically close shortly after lunch time as there is not a lot of demand
    for omelets at dinner time. Fancy steak houses are often open only at dinner time as there is not a demand
    for $50 steaks at breakfast or even lunch.

    More Tools

    Other decisions by firms involve comparisons to other alternatives. To make these decisions, firms need to
    have information about their alternatives to help make good choices. What is the value of doing different
    alternatives? Economists call this opportunity cost. If a frozen yogurt shop opts to replace their chocolate
    yogurt with mint yogurt, what is the cost of doing that? It is not just the cost of the mint yogurt, it is also the
    revenue they would have earned from selling chocolate yogurt. If chocolate yogurt would have sold more,
    then the frozen yogurt shop is essentially losing money by selling mint instead. This is known as economic
    profit (or loss). Firms should not just be concerned with how much money their accountant tells them they
    are making; they should be concerned about how much money they could make by choosing different
    alternatives.

    Oftentimes, looking at different alternatives can be cumbersome. It can be difficult to compare the
    alternatives; however, there are financial tools businesses can use to make comparing the options easier.
    Discounting, for example, uses a rate of return to compare cash flows across different time periods. Is a dollar
    tomorrow worth the same as a dollar today? No, the dollar today is more valuable. Discounting allows
    decision-makers to make a better apples-to-apples comparison of the financial projections for different
    potential projects.

    Financial analysis can also help businesses determine what they need to do to break even on a project.
    Determining the break-even quantity is fairly straight forward. It is simply the fixed costs divided by the
    difference between price and marginal cost (the cost of producing an additional unit). The more challenging
    part is determining what costs to include. As discussed above, opportunity costs are an important cost to
    consider in decision-making.

    Comparing apples to oranges is
    not exactly an equal comparison.
    (Gregory, n.d.)

    ECO 6301, Economics for Managers 3

    UNIT x STUDY GUIDE
    Title

    While deciding what costs to include in decision-making is important, equally important is knowing what costs
    should not be included in decision-making. When making a decision, only costs that are controllable should
    be considered. Costs that have already been incurred (or committed to), known as sunk costs, should not be
    considered in the decision. This again reflects the shutdown decision when fixed costs should not be
    considered. If something will not change based on your decision, then do not bother including it in your
    decision-making process.

    Pricing and Elasticity

    On the other side of the decision-making ledger from costs is prices. Costs need to be managed, but real
    strategy comes with setting prices. Set the price too high and customers will not buy the product.

    Some businesses will set price based on costs (firms that use a standard mark-up over costs are an
    example of basing price on costs), but this completely ignores demand. Businesses might be over-charging or
    under-charging.

    Set the price too low and businesses will not bring in as much revenue as they could have. This is where
    elasticity comes into play. Elasticity is the responsiveness of one variable to a change in another. The most
    commonly used elasticity is the elasticity of demand, which is the responsiveness of quantity demanded to a
    change in price. If quantity demanded changes a lot when price changes a little, the product or good has an
    elastic demand. If quantity demanded does not change very much when price changes considerably, the
    good has an inelastic demand.

    The most obvious application of elasticity is the effect price changes have on total revenue. If a good has an
    elastic demand, then a price decrease will result in an increase in total revenue. Since total revenue is equal
    to price times quantity, then if price is decreasing a little but quantity increases a lot, then total revenue will
    increase. If a good has an inelastic demand, then a price increase will result in an increase in total revenue.
    Looking back at total revenue, if price can increase a lot without much loss in quantity, then total revenue
    will increase.

    Firms can estimate elasticity using regression analysis (note: to do this, take the natural log of price and the
    natural log of quantity—just putting price and quantity into a regression will not yield elasticities). This requires
    sufficient data to estimate a demand function. Businesses can get most of what they need for making
    decisions by understanding what determines elasticity.

    There are three main determinants of elasticity, but really, they can be boiled down to one: what other
    available options consumers have. The more options you have, the more sensitive you will be to a price
    change of a good. Options can arise in a variety of ways.

    The first option is the amount of time a consumer has to make the purchase decision. Imagine you are at a
    baseball game and you are getting hungry. You can certainly go get a hotdog. You will pay more money for it

    ECO 6301, Economics for Managers 4

    UNIT x STUDY GUIDE
    Title

    at a concession within the venue, but the other option is to wait until the game is over. But that might be
    longer than you would like to wait to eat.

    Elasticity can also change based on how broadly the good is defined. Gas is an inelastic good. People need it
    to get to work, the grocery store, go on trips, take their kids to school, etc. But that does not mean a gas
    station can simply charge as high of a price for gas as they want because there is likely to be a gas station
    across the street or at most just down the road. If a particular gas station increases price much more than
    competitor gas stations, then consumers will simply go to the competitor.

    If a business understands the nature of their product and understands the alternatives consumers have to
    their product, the business will be able to make sound decisions on whether they should raise or cut prices.
    The business may not know exactly what will happen to the demand for their product, but they will have a
    pretty good idea. In business, often being able to make an educated, informed decision in a world of
    uncertainty is the best that can be asked.

    References

    Gregory, R. (n.d.). Comparing apples to oranges. Concept, isolated (ID 597747) [Photograph]. Dreamstime.

    https://www.dreamstime.com/royalty-free-stock-photography-comparing-apples-to-oranges-
    image597747

    Siddique, K., Ali, G., Ullah, I., Shah, A. U., & Fayaz, M. (2019). An estimation of expenditure, own and cross

    price elasticities of meat in Pakistan. Sarhad Journal of Agriculture, 35(2), 623–629.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=asn&AN=136655162&site=ehost-live&scope=site

    Suggested Unit Resources

    Elasticities of Meat in Pakistan (Optional)
    This article gives an example of estimating elasticities, both own-price and cross-price elasticities. The article
    also demonstrates how understanding elasticities can be used to make inferences about buying habits of
    consumers being studied (in this case, consumers in rural and urban areas of Pakistan).

    **## UnitIIStudyGuide.pdf**

    ECO 6301, Economics for Managers 1

    Course Learning Outcomes for Unit II

    At the end of this unit, you should be able to:

    2. Apply the different types of elasticity concepts to business scenarios.
    2.1 Predict demand using elasticity.

    7. Explain the implications of uncertainty in managerial decision-making.

    7.1 Describe how marginal analysis can lead to better decision-making.

    Required Unit Resources

    Chapter 5: Investment Decisions: Look Ahead and Reason Back (ULO 2.1)

    Chapter 6: Simple Pricing (ULO 7.1)

    Chapter 7: Economies of Scale and Scope (ULO 7.1)

    Unit Lesson

    Lesson: Production Decisions, Costs, and Prices (ULOs 2.1 and 7.1)
    This lesson will introduce you to the ways that business use tools for decision-making.

    This unit’s material focuses on business decision-making and explores some tools that can help businesses
    make good decisions. Costs are the first type of information firms need to know for decision-making. If firms
    do not know their own costs, it is really difficult to make decisions. Of course, information is seldom known
    100%, but the closer firms can get to 100%, the better their decision-making will be.

    There are some obvious costs businesses need to know, such as their rent, cost of material, and cost of
    labor. With these costs, firms need to know how the costs will change with their decisions. For example, if
    a business wants to double production, will its cost double to do so? Some probably will, but not all of them.
    Rent and CEO salary are examples of fixed costs. Fixed costs are costs that do not change with changes
    in output. Variables costs are expenses such as labor or materials that change with production. If
    McDonald’s wants to produce another Quarter Pounder, they need more hamburger patties. So when
    making production decisions, fixed costs should not be considered. They do not change, so they do not
    matter to production decisions.

    The Shutdown

    This leads to one of the first important decisions a business should make called the shutdown decision.
    Shutting down does not mean closing-up shop for good. In fact, it can often be reasonable for a business to
    operate even if it is earning at a loss. Consider that fixed costs should not be involved in this decision since
    they cannot be avoided. Fixed costs are important, however, for determining profit. So, if a business shuts
    down, it still has to pay the fixed costs. If a business is able to sell their product for more than it costs to
    produce the product (meaning just looking at variable costs), then a firm can offset some of the loss of the
    fixed costs by continuing to operate. If this is the case, the business would want to continue operating so long
    as the fixed costs remain (a time period economists refer to as the short-run). Once their fixed costs are no
    longer fixed and the business has decision-making control over them (the long-run), then the business owners
    can consider exiting the market entirely. So just to reiterate, it can make perfectly good sense for a business

    UNIT II STUDY GUIDE
    Production Decisions, Costs, and Prices

    ECO 6301, Economics for Managers 2

    UNIT x STUDY GUIDE
    Title

    to operate at a loss; simply earning a loss does not mean the business should shutdown. As long as price
    exceeds average variable cost (variable cost per unit), the firm should continue to operate.

    The shutdown decision applies to more than just firms operating at a loss, however. The same approach is
    used by just about every business, just about every day. It is not based on the income statement the business
    might produce for a month or a quarter or a year, but on a daily decision—on something as simple as which
    hours to be open. Breakfast restaurants typically close shortly after lunch time as there is not a lot of demand
    for omelets at dinner time. Fancy steak houses are often open only at dinner time as there is not a demand
    for $50 steaks at breakfast or even lunch.

    More Tools

    Other decisions by firms involve comparisons to other alternatives. To make these decisions, firms need to
    have information about their alternatives to help make good choices. What is the value of doing different
    alternatives? Economists call this opportunity cost. If a frozen yogurt shop opts to replace their chocolate
    yogurt with mint yogurt, what is the cost of doing that? It is not just the cost of the mint yogurt, it is also the
    revenue they would have earned from selling chocolate yogurt. If chocolate yogurt would have sold more,
    then the frozen yogurt shop is essentially losing money by selling mint instead. This is known as economic
    profit (or loss). Firms should not just be concerned with how much money their accountant tells them they
    are making; they should be concerned about how much money they could make by choosing different
    alternatives.

    Oftentimes, looking at different alternatives can be cumbersome. It can be difficult to compare the
    alternatives; however, there are financial tools businesses can use to make comparing the options easier.
    Discounting, for example, uses a rate of return to compare cash flows across different time periods. Is a dollar
    tomorrow worth the same as a dollar today? No, the dollar today is more valuable. Discounting allows
    decision-makers to make a better apples-to-apples comparison of the financial projections for different
    potential projects.

    Financial analysis can also help businesses determine what they need to do to break even on a project.
    Determining the break-even quantity is fairly straight forward. It is simply the fixed costs divided by the
    difference between price and marginal cost (the cost of producing an additional unit). The more challenging
    part is determining what costs to include. As discussed above, opportunity costs are an important cost to
    consider in decision-making.

    Comparing apples to oranges is
    not exactly an equal comparison.
    (Gregory, n.d.)

    ECO 6301, Economics for Managers 3

    UNIT x STUDY GUIDE
    Title

    While deciding what costs to include in decision-making is important, equally important is knowing what costs
    should not be included in decision-making. When making a decision, only costs that are controllable should
    be considered. Costs that have already been incurred (or committed to), known as sunk costs, should not be
    considered in the decision. This again reflects the shutdown decision when fixed costs should not be
    considered. If something will not change based on your decision, then do not bother including it in your
    decision-making process.

    Pricing and Elasticity

    On the other side of the decision-making ledger from costs is prices. Costs need to be managed, but real
    strategy comes with setting prices. Set the price too high and customers will not buy the product.

    Some businesses will set price based on costs (firms that use a standard mark-up over costs are an
    example of basing price on costs), but this completely ignores demand. Businesses might be over-charging or
    under-charging.

    Set the price too low and businesses will not bring in as much revenue as they could have. This is where
    elasticity comes into play. Elasticity is the responsiveness of one variable to a change in another. The most
    commonly used elasticity is the elasticity of demand, which is the responsiveness of quantity demanded to a
    change in price. If quantity demanded changes a lot when price changes a little, the product or good has an
    elastic demand. If quantity demanded does not change very much when price changes considerably, the
    good has an inelastic demand.

    The most obvious application of elasticity is the effect price changes have on total revenue. If a good has an
    elastic demand, then a price decrease will result in an increase in total revenue. Since total revenue is equal
    to price times quantity, then if price is decreasing a little but quantity increases a lot, then total revenue will
    increase. If a good has an inelastic demand, then a price increase will result in an increase in total revenue.
    Looking back at total revenue, if price can increase a lot without much loss in quantity, then total revenue
    will increase.

    Firms can estimate elasticity using regression analysis (note: to do this, take the natural log of price and the
    natural log of quantity—just putting price and quantity into a regression will not yield elasticities). This requires
    sufficient data to estimate a demand function. Businesses can get most of what they need for making
    decisions by understanding what determines elasticity.

    There are three main determinants of elasticity, but really, they can be boiled down to one: what other
    available options consumers have. The more options you have, the more sensitive you will be to a price
    change of a good. Options can arise in a variety of ways.

    The first option is the amount of time a consumer has to make the purchase decision. Imagine you are at a
    baseball game and you are getting hungry. You can certainly go get a hotdog. You will pay more money for it

    ECO 6301, Economics for Managers 4

    UNIT x STUDY GUIDE
    Title

    at a concession within the venue, but the other option is to wait until the game is over. But that might be
    longer than you would like to wait to eat.

    Elasticity can also change based on how broadly the good is defined. Gas is an inelastic good. People need it
    to get to work, the grocery store, go on trips, take their kids to school, etc. But that does not mean a gas
    station can simply charge as high of a price for gas as they want because there is likely to be a gas station
    across the street or at most just down the road. If a particular gas station increases price much more than
    competitor gas stations, then consumers will simply go to the competitor.

    If a business understands the nature of their product and understands the alternatives consumers have to
    their product, the business will be able to make sound decisions on whether they should raise or cut prices.
    The business may not know exactly what will happen to the demand for their product, but they will have a
    pretty good idea. In business, often being able to make an educated, informed decision in a world of
    uncertainty is the best that can be asked.

    References

    Gregory, R. (n.d.). Comparing apples to oranges. Concept, isolated (ID 597747) [Photograph]. Dreamstime.

    https://www.dreamstime.com/royalty-free-stock-photography-comparing-apples-to-oranges-
    image597747

    Siddique, K., Ali, G., Ullah, I., Shah, A. U., & Fayaz, M. (2019). An estimation of expenditure, own and cross

    price elasticities of meat in Pakistan. Sarhad Journal of Agriculture, 35(2), 623–629.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=asn&AN=136655162&site=ehost-live&scope=site

    Suggested Unit Resources

    Elasticities of Meat in Pakistan (Optional)
    This article gives an example of estimating elasticities, both own-price and cross-price elasticities. The article
    also demonstrates how understanding elasticities can be used to make inferences about buying habits of
    consumers being studied (in this case, consumers in rural and urban areas of Pakistan).

    **## EconomicsforManagersECO6301UnitIIDB.docx**

    2

    Economics for Managers ECO 6301 Unit II

    This unit's readings include information on pricing. You are introduced to the shutdown price, using elasticity to determine the effects of price changes, and cost-based pricing. Discuss the importance of considering elasticity in pricing decisions and the danger of relying solely on costs.

    Your initial post should be at least 300 words in length.

    Your initial post should include at least one APA-formatted scholarly, professional, or textbook reference with accompanying in-text citation to support any paraphrased, summarized, or quoted material.

    **## UnitIIStudyGuide.pdf**

    ECO 6301, Economics for Managers 1

    Course Learning Outcomes for Unit II

    At the end of this unit, you should be able to:

    2. Apply the different types of elasticity concepts to business scenarios.
    2.1 Predict demand using elasticity.

    7. Explain the implications of uncertainty in managerial decision-making.

    7.1 Describe how marginal analysis can lead to better decision-making.

    Required Unit Resources

    Chapter 5: Investment Decisions: Look Ahead and Reason Back (ULO 2.1)

    Chapter 6: Simple Pricing (ULO 7.1)

    Chapter 7: Economies of Scale and Scope (ULO 7.1)

    Unit Lesson

    Lesson: Production Decisions, Costs, and Prices (ULOs 2.1 and 7.1)
    This lesson will introduce you to the ways that business use tools for decision-making.

    This unit’s material focuses on business decision-making and explores some tools that can help businesses
    make good decisions. Costs are the first type of information firms need to know for decision-making. If firms
    do not know their own costs, it is really difficult to make decisions. Of course, information is seldom known
    100%, but the closer firms can get to 100%, the better their decision-making will be.

    There are some obvious costs businesses need to know, such as their rent, cost of material, and cost of
    labor. With these costs, firms need to know how the costs will change with their decisions. For example, if
    a business wants to double production, will its cost double to do so? Some probably will, but not all of them.
    Rent and CEO salary are examples of fixed costs. Fixed costs are costs that do not change with changes
    in output. Variables costs are expenses such as labor or materials that change with production. If
    McDonald’s wants to produce another Quarter Pounder, they need more hamburger patties. So when
    making production decisions, fixed costs should not be considered. They do not change, so they do not
    matter to production decisions.

    The Shutdown

    This leads to one of the first important decisions a business should make called the shutdown decision.
    Shutting down does not mean closing-up shop for good. In fact, it can often be reasonable for a business to
    operate even if it is earning at a loss. Consider that fixed costs should not be involved in this decision since
    they cannot be avoided. Fixed costs are important, however, for determining profit. So, if a business shuts
    down, it still has to pay the fixed costs. If a business is able to sell their product for more than it costs to
    produce the product (meaning just looking at variable costs), then a firm can offset some of the loss of the
    fixed costs by continuing to operate. If this is the case, the business would want to continue operating so long
    as the fixed costs remain (a time period economists refer to as the short-run). Once their fixed costs are no
    longer fixed and the business has decision-making control over them (the long-run), then the business owners
    can consider exiting the market entirely. So just to reiterate, it can make perfectly good sense for a business

    UNIT II STUDY GUIDE
    Production Decisions, Costs, and Prices

    ECO 6301, Economics for Managers 2

    UNIT x STUDY GUIDE
    Title

    to operate at a loss; simply earning a loss does not mean the business should shutdown. As long as price
    exceeds average variable cost (variable cost per unit), the firm should continue to operate.

    The shutdown decision applies to more than just firms operating at a loss, however. The same approach is
    used by just about every business, just about every day. It is not based on the income statement the business
    might produce for a month or a quarter or a year, but on a daily decision—on something as simple as which
    hours to be open. Breakfast restaurants typically close shortly after lunch time as there is not a lot of demand
    for omelets at dinner time. Fancy steak houses are often open only at dinner time as there is not a demand
    for $50 steaks at breakfast or even lunch.

    More Tools

    Other decisions by firms involve comparisons to other alternatives. To make these decisions, firms need to
    have information about their alternatives to help make good choices. What is the value of doing different
    alternatives? Economists call this opportunity cost. If a frozen yogurt shop opts to replace their chocolate
    yogurt with mint yogurt, what is the cost of doing that? It is not just the cost of the mint yogurt, it is also the
    revenue they would have earned from selling chocolate yogurt. If chocolate yogurt would have sold more,
    then the frozen yogurt shop is essentially losing money by selling mint instead. This is known as economic
    profit (or loss). Firms should not just be concerned with how much money their accountant tells them they
    are making; they should be concerned about how much money they could make by choosing different
    alternatives.

    Oftentimes, looking at different alternatives can be cumbersome. It can be difficult to compare the
    alternatives; however, there are financial tools businesses can use to make comparing the options easier.
    Discounting, for example, uses a rate of return to compare cash flows across different time periods. Is a dollar
    tomorrow worth the same as a dollar today? No, the dollar today is more valuable. Discounting allows
    decision-makers to make a better apples-to-apples comparison of the financial projections for different
    potential projects.

    Financial analysis can also help businesses determine what they need to do to break even on a project.
    Determining the break-even quantity is fairly straight forward. It is simply the fixed costs divided by the
    difference between price and marginal cost (the cost of producing an additional unit). The more challenging
    part is determining what costs to include. As discussed above, opportunity costs are an important cost to
    consider in decision-making.

    Comparing apples to oranges is
    not exactly an equal comparison.
    (Gregory, n.d.)

    ECO 6301, Economics for Managers 3

    UNIT x STUDY GUIDE
    Title

    While deciding what costs to include in decision-making is important, equally important is knowing what costs
    should not be included in decision-making. When making a decision, only costs that are controllable should
    be considered. Costs that have already been incurred (or committed to), known as sunk costs, should not be
    considered in the decision. This again reflects the shutdown decision when fixed costs should not be
    considered. If something will not change based on your decision, then do not bother including it in your
    decision-making process.

    Pricing and Elasticity

    On the other side of the decision-making ledger from costs is prices. Costs need to be managed, but real
    strategy comes with setting prices. Set the price too high and customers will not buy the product.

    Some businesses will set price based on costs (firms that use a standard mark-up over costs are an
    example of basing price on costs), but this completely ignores demand. Businesses might be over-charging or
    under-charging.

    Set the price too low and businesses will not bring in as much revenue as they could have. This is where
    elasticity comes into play. Elasticity is the responsiveness of one variable to a change in another. The most
    commonly used elasticity is the elasticity of demand, which is the responsiveness of quantity demanded to a
    change in price. If quantity demanded changes a lot when price changes a little, the product or good has an
    elastic demand. If quantity demanded does not change very much when price changes considerably, the
    good has an inelastic demand.

    The most obvious application of elasticity is the effect price changes have on total revenue. If a good has an
    elastic demand, then a price decrease will result in an increase in total revenue. Since total revenue is equal
    to price times quantity, then if price is decreasing a little but quantity increases a lot, then total revenue will
    increase. If a good has an inelastic demand, then a price increase will result in an increase in total revenue.
    Looking back at total revenue, if price can increase a lot without much loss in quantity, then total revenue
    will increase.

    Firms can estimate elasticity using regression analysis (note: to do this, take the natural log of price and the
    natural log of quantity—just putting price and quantity into a regression will not yield elasticities). This requires
    sufficient data to estimate a demand function. Businesses can get most of what they need for making
    decisions by understanding what determines elasticity.

    There are three main determinants of elasticity, but really, they can be boiled down to one: what other
    available options consumers have. The more options you have, the more sensitive you will be to a price
    change of a good. Options can arise in a variety of ways.

    The first option is the amount of time a consumer has to make the purchase decision. Imagine you are at a
    baseball game and you are getting hungry. You can certainly go get a hotdog. You will pay more money for it

    ECO 6301, Economics for Managers 4

    UNIT x STUDY GUIDE
    Title

    at a concession within the venue, but the other option is to wait until the game is over. But that might be
    longer than you would like to wait to eat.

    Elasticity can also change based on how broadly the good is defined. Gas is an inelastic good. People need it
    to get to work, the grocery store, go on trips, take their kids to school, etc. But that does not mean a gas
    station can simply charge as high of a price for gas as they want because there is likely to be a gas station
    across the street or at most just down the road. If a particular gas station increases price much more than
    competitor gas stations, then consumers will simply go to the competitor.

    If a business understands the nature of their product and understands the alternatives consumers have to
    their product, the business will be able to make sound decisions on whether they should raise or cut prices.
    The business may not know exactly what will happen to the demand for their product, but they will have a
    pretty good idea. In business, often being able to make an educated, informed decision in a world of
    uncertainty is the best that can be asked.

    References

    Gregory, R. (n.d.). Comparing apples to oranges. Concept, isolated (ID 597747) [Photograph]. Dreamstime.

    https://www.dreamstime.com/royalty-free-stock-photography-comparing-apples-to-oranges-
    image597747

    Siddique, K., Ali, G., Ullah, I., Shah, A. U., & Fayaz, M. (2019). An estimation of expenditure, own and cross

    price elasticities of meat in Pakistan. Sarhad Journal of Agriculture, 35(2), 623–629.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=asn&AN=136655162&site=ehost-live&scope=site

    Suggested Unit Resources

    Elasticities of Meat in Pakistan (Optional)
    This article gives an example of estimating elasticities, both own-price and cross-price elasticities. The article
    also demonstrates how understanding elasticities can be used to make inferences about buying habits of
    consumers being studied (in this case, consumers in rural and urban areas of Pakistan).

    **## EconomicsforManagersECO6301UnitIIDB.docx**

    2

    Economics for Managers ECO 6301 Unit II

    This unit's readings include information on pricing. You are introduced to the shutdown price, using elasticity to determine the effects of price changes, and cost-based pricing. Discuss the importance of considering elasticity in pricing decisions and the danger of relying solely on costs.

    Your initial post should be at least 300 words in length.

    Your initial post should include at least one APA-formatted scholarly, professional, or textbook reference with accompanying in-text citation to support any paraphrased, summarized, or quoted material.

    **## UnitIIStudyGuide.pdf**

    ECO 6301, Economics for Managers 1

    Course Learning Outcomes for Unit II

    At the end of this unit, you should be able to:

    2. Apply the different types of elasticity concepts to business scenarios.
    2.1 Predict demand using elasticity.

    7. Explain the implications of uncertainty in managerial decision-making.

    7.1 Describe how marginal analysis can lead to better decision-making.

    Required Unit Resources

    Chapter 5: Investment Decisions: Look Ahead and Reason Back (ULO 2.1)

    Chapter 6: Simple Pricing (ULO 7.1)

    Chapter 7: Economies of Scale and Scope (ULO 7.1)

    Unit Lesson

    Lesson: Production Decisions, Costs, and Prices (ULOs 2.1 and 7.1)
    This lesson will introduce you to the ways that business use tools for decision-making.

    This unit’s material focuses on business decision-making and explores some tools that can help businesses
    make good decisions. Costs are the first type of information firms need to know for decision-making. If firms
    do not know their own costs, it is really difficult to make decisions. Of course, information is seldom known
    100%, but the closer firms can get to 100%, the better their decision-making will be.

    There are some obvious costs businesses need to know, such as their rent, cost of material, and cost of
    labor. With these costs, firms need to know how the costs will change with their decisions. For example, if
    a business wants to double production, will its cost double to do so? Some probably will, but not all of them.
    Rent and CEO salary are examples of fixed costs. Fixed costs are costs that do not change with changes
    in output. Variables costs are expenses such as labor or materials that change with production. If
    McDonald’s wants to produce another Quarter Pounder, they need more hamburger patties. So when
    making production decisions, fixed costs should not be considered. They do not change, so they do not
    matter to production decisions.

    The Shutdown

    This leads to one of the first important decisions a business should make called the shutdown decision.
    Shutting down does not mean closing-up shop for good. In fact, it can often be reasonable for a business to
    operate even if it is earning at a loss. Consider that fixed costs should not be involved in this decision since
    they cannot be avoided. Fixed costs are important, however, for determining profit. So, if a business shuts
    down, it still has to pay the fixed costs. If a business is able to sell their product for more than it costs to
    produce the product (meaning just looking at variable costs), then a firm can offset some of the loss of the
    fixed costs by continuing to operate. If this is the case, the business would want to continue operating so long
    as the fixed costs remain (a time period economists refer to as the short-run). Once their fixed costs are no
    longer fixed and the business has decision-making control over them (the long-run), then the business owners
    can consider exiting the market entirely. So just to reiterate, it can make perfectly good sense for a business

    UNIT II STUDY GUIDE
    Production Decisions, Costs, and Prices

    ECO 6301, Economics for Managers 2

    UNIT x STUDY GUIDE
    Title

    to operate at a loss; simply earning a loss does not mean the business should shutdown. As long as price
    exceeds average variable cost (variable cost per unit), the firm should continue to operate.

    The shutdown decision applies to more than just firms operating at a loss, however. The same approach is
    used by just about every business, just about every day. It is not based on the income statement the business
    might produce for a month or a quarter or a year, but on a daily decision—on something as simple as which
    hours to be open. Breakfast restaurants typically close shortly after lunch time as there is not a lot of demand
    for omelets at dinner time. Fancy steak houses are often open only at dinner time as there is not a demand
    for $50 steaks at breakfast or even lunch.

    More Tools

    Other decisions by firms involve comparisons to other alternatives. To make these decisions, firms need to
    have information about their alternatives to help make good choices. What is the value of doing different
    alternatives? Economists call this opportunity cost. If a frozen yogurt shop opts to replace their chocolate
    yogurt with mint yogurt, what is the cost of doing that? It is not just the cost of the mint yogurt, it is also the
    revenue they would have earned from selling chocolate yogurt. If chocolate yogurt would have sold more,
    then the frozen yogurt shop is essentially losing money by selling mint instead. This is known as economic
    profit (or loss). Firms should not just be concerned with how much money their accountant tells them they
    are making; they should be concerned about how much money they could make by choosing different
    alternatives.

    Oftentimes, looking at different alternatives can be cumbersome. It can be difficult to compare the
    alternatives; however, there are financial tools businesses can use to make comparing the options easier.
    Discounting, for example, uses a rate of return to compare cash flows across different time periods. Is a dollar
    tomorrow worth the same as a dollar today? No, the dollar today is more valuable. Discounting allows
    decision-makers to make a better apples-to-apples comparison of the financial projections for different
    potential projects.

    Financial analysis can also help businesses determine what they need to do to break even on a project.
    Determining the break-even quantity is fairly straight forward. It is simply the fixed costs divided by the
    difference between price and marginal cost (the cost of producing an additional unit). The more challenging
    part is determining what costs to include. As discussed above, opportunity costs are an important cost to
    consider in decision-making.

    Comparing apples to oranges is
    not exactly an equal comparison.
    (Gregory, n.d.)

    ECO 6301, Economics for Managers 3

    UNIT x STUDY GUIDE
    Title

    While deciding what costs to include in decision-making is important, equally important is knowing what costs
    should not be included in decision-making. When making a decision, only costs that are controllable should
    be considered. Costs that have already been incurred (or committed to), known as sunk costs, should not be
    considered in the decision. This again reflects the shutdown decision when fixed costs should not be
    considered. If something will not change based on your decision, then do not bother including it in your
    decision-making process.

    Pricing and Elasticity

    On the other side of the decision-making ledger from costs is prices. Costs need to be managed, but real
    strategy comes with setting prices. Set the price too high and customers will not buy the product.

    Some businesses will set price based on costs (firms that use a standard mark-up over costs are an
    example of basing price on costs), but this completely ignores demand. Businesses might be over-charging or
    under-charging.

    Set the price too low and businesses will not bring in as much revenue as they could have. This is where
    elasticity comes into play. Elasticity is the responsiveness of one variable to a change in another. The most
    commonly used elasticity is the elasticity of demand, which is the responsiveness of quantity demanded to a
    change in price. If quantity demanded changes a lot when price changes a little, the product or good has an
    elastic demand. If quantity demanded does not change very much when price changes considerably, the
    good has an inelastic demand.

    The most obvious application of elasticity is the effect price changes have on total revenue. If a good has an
    elastic demand, then a price decrease will result in an increase in total revenue. Since total revenue is equal
    to price times quantity, then if price is decreasing a little but quantity increases a lot, then total revenue will
    increase. If a good has an inelastic demand, then a price increase will result in an increase in total revenue.
    Looking back at total revenue, if price can increase a lot without much loss in quantity, then total revenue
    will increase.

    Firms can estimate elasticity using regression analysis (note: to do this, take the natural log of price and the
    natural log of quantity—just putting price and quantity into a regression will not yield elasticities). This requires
    sufficient data to estimate a demand function. Businesses can get most of what they need for making
    decisions by understanding what determines elasticity.

    There are three main determinants of elasticity, but really, they can be boiled down to one: what other
    available options consumers have. The more options you have, the more sensitive you will be to a price
    change of a good. Options can arise in a variety of ways.

    The first option is the amount of time a consumer has to make the purchase decision. Imagine you are at a
    baseball game and you are getting hungry. You can certainly go get a hotdog. You will pay more money for it

    ECO 6301, Economics for Managers 4

    UNIT x STUDY GUIDE
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    at a concession within the venue, but the other option is to wait until the game is over. But that might be
    longer than you would like to wait to eat.

    Elasticity can also change based on how broadly the good is defined. Gas is an inelastic good. People need it
    to get to work, the grocery store, go on trips, take their kids to school, etc. But that does not mean a gas
    station can simply charge as high of a price for gas as they want because there is likely to be a gas station
    across the street or at most just down the road. If a particular gas station increases price much more than
    competitor gas stations, then consumers will simply go to the competitor.

    If a business understands the nature of their product and understands the alternatives consumers have to
    their product, the business will be able to make sound decisions on whether they should raise or cut prices.
    The business may not know exactly what will happen to the demand for their product, but they will have a
    pretty good idea. In business, often being able to make an educated, informed decision in a world of
    uncertainty is the best that can be asked.

    References

    Gregory, R. (n.d.). Comparing apples to oranges. Concept, isolated (ID 597747) [Photograph]. Dreamstime.

    https://www.dreamstime.com/royalty-free-stock-photography-comparing-apples-to-oranges-
    image597747

    Siddique, K., Ali, G., Ullah, I., Shah, A. U., & Fayaz, M. (2019). An estimation of expenditure, own and cross

    price elasticities of meat in Pakistan. Sarhad Journal of Agriculture, 35(2), 623–629.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=asn&AN=136655162&site=ehost-live&scope=site

    Suggested Unit Resources

    Elasticities of Meat in Pakistan (Optional)
    This article gives an example of estimating elasticities, both own-price and cross-price elasticities. The article
    also demonstrates how understanding elasticities can be used to make inferences about buying habits of
    consumers being studied (in this case, consumers in rural and urban areas of Pakistan).

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