A Case Study: Recycling in the Residence Halls at Howard University

Howard University was recently identified as a school that lacks recycling initiatives and policies. In response, Howard University drafted a plan to become the greenest college in the United States. This study was conducted to identify if there were existing recycling practices on the campus, compare the practices, if applicable, to the local recycling regulations, and present potential obstacles and recommendations to be used by Howard University while designing their recycling program. This study was performed by visiting the campus to identify recycling practices and interviewing campus occupants, and comparing the findings to the local recycling regulations. The key finding of this study is that Howard University does not have a recycling program and does not comply with local recycling regulations.

Manager Training and Development Strategy: A Methodology to Link Strategic Initiatives at Washington and Lee University

Washington and Lee University has developed and implemented a strategic plan and performance development initiative for 2007-2017. In concert with the strategic plan and performance development initiative, supportive manager core competencies have been identified. The deliverable for this capstone project is a documented methodology that supports the strategy for the design and implementation of a manager training and development program that ensures needed competencies are available. The author uses survey data to determine training needs and priorities and, through a review of literature, investigates effective strategies to arrive at a successful implementation methodology. The author presents findings and conclusions regarding design implementation methodology for manager training and development.

Examining the University of Denver's Family Friendly Benefits Plans: A look at Creating More Family Friendly Benefits to Drive Employee Retention

In the latter half of the twentieth century the workforce dynamic changed when the number of women entering the workforce increased by record amounts. In direct opposition to this change was the inability of organizations to meet the needs of employees with childcare concerns. Organizations and employees alike are best served when policies, procedures, and benefits are implemented to achieve a positive work/life balance. Companies that institute benefits that are supportive to families observe decreases in turnover and increased employee retention. Employees who are offered family friendly resources have been known to stay with companies even when offered a higher salary elsewhere. Demonstrating that retention of valued employees is linked to an organizations ability to offer support for family needs.