The SC Campaign to Prevent Teen Pregnancy will have its Summer Institute in North Charleston, SC from June 13th until June 15th. As part of the contingent that will attend the conference from Spartanburg (SC), I will be promoting the campaign during the entire conference via social media (Facebook and Twitter) and blogging (in particular, the opening speaker).

I am looking forward to informing the masses about the entire conference. Check out www.teenpregnancysc.com and www.nrnspartanburg.com for more information.

Also at this meeting,  we looked at the determinants that the CAG came up with in the  BDI Logic Model and decided to have some group members spearhead each determinant. I will be spearheading determinant #3: increase perception of male responsibility for teen pregnancy prevention. Since we need more adult males to be part of the lives of young males, this was a natural determinant to get involved with. Hopefully, we will be able to establish a coalition of adult males.

The ENGL 851 class was a class that I took as a non-degree student in the M.A. Professional Communication program at Clemson University in the Fall of 2008. At the time, I was interested in becoming a professional communicator in the collegiate athletics sector and wanted to look into creating a Sport Business & Communication specialization in the event that I became a student in the graduate program. However, I was not 100% sure if the program was the right one for me to achieve my professional aspirations.

The professional communicator project allowed me the opportunity to learn more about the administrative side of collegiate athletics. I interviewed three collegiate athletics professionals: the Sports Information Director at Clemson University, the Assistant Athletic Director for Media Relations at USC-Upstate, and the Director of Marketing & Promotions at USC-Upstate.  During my interviews, I found a direct correlation between the experiences of each collegiate athletics professional in terms of career guidance, daily job responsibilities, and daily job issues. I also learned about how the use of media would affect the future of collegiate athletics.

I truly enjoyed the entire project. However, I realized that the program nor the collegiate athletics sector was the right direction for me after the completion of the class.

Here is the Professional Communicator Project in its entirety, complete with the transcripts of each interview.

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The article profiled C.J. Spiller and Tim Tebow, two NCAA Football student-athletes at the time who truly embodied the principles of a centered individual by effectively balancing the rigors of academics in addition to their status as high-profile NCAA Football players in order to graduate with their Bachelor’s degree. Here is the Final Draft and Published versions of the article.

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For the Networking Event project, I was responsible for creating the Invitations for the event  (based on a jazz theme) and promoting the event to alumni members of the leadership program. I managed our alumni member database and communicated with alumni via email, phone, and U.S. mail. I sent invitations to alumni via Evite, an online invitation and social planning website.

For the Business Plan project, I was responsible for developing a business plan with a partner that would positively impact the Spartnburg (SC) community. My partner and I decided to focus our business plan on M&N’s, a downtown Spartanburg (SC) restaurant inspired by establishments such as Dave & Busters and Frankie’s Fun Park.

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The RHA Survey Presentation to Campus Recreations was geared towards promoting a sense of pride within our residence halls by  working with Campus Recreation to create a RHA Division of Intramurals, where the winning residence hall for each sport would receive a spirit stick to be displayed in the lobby of its residence hall for everyone to see in addition to points towards the Residence Hall Council of the Year Award at the end of the school year. Due to timing issues from RHA and Campus Recreation, the RHA Division of Intrramurals was unable to be implemented. The inspiration from the survey came from my marketing research class at Clemson University, where we learned how to create, implement, and interpret surveys.

The Main Event Program Proposal was a campus-wide programming idea that sought participation from various student organizations, athletic teams, and intramural championship teams in order to showcase campus diversity and raise money for a charitable organization through a kickball game. Due to timing, RHA was unable to put together the event but it became the catalyst for the organization to create a sustainable campus-wide event at the end of the school year.

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In my MBA argument paper, I constructed and supported my argument to pursue a MBA degree based on personal and professional goals, MBA degree value, MBA degree preparedness, and the connection between my MBA concerns and my personality. Here is the MBA Degree Argument Paper in its entirety.

In my problem statement paper, I constructed a problem statement for Kudler Fine Foods from the identification of short-term issues (inefficient HR Management with the need of adding a GM position) that will solidify the long-term success of the company. Here is the  Kudler Problem Statement Paper in its entirety.

In the creation of personal values paper, I identified my personal values (a high values placement on character that relies on the ability of individuals to make sound moral judgments)  from the Williams Institute Ethics Awareness Inventory self assessment and related those values to Kudler Fine Foods in a managerial position . Here is the Kudler Problem Statement Paper in its entirety.

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In my career development project, I ushered a strategic merger between InterClean, Inc. and EnvironTech  via a simulation called The New InterClean. The project consisted of five parts: a memo regarding managerial behavior, job analysis & selection plan, development of a training & mentoring program, performance & career management plan, and compensation plan. Here is the The New InterClean Memo, The New InterClean Inc. – Job Analysis and Selection Plan, The New InterClean Inc. – Training and Mentoring Development Program, The New InterClean Inc. – Performance and Career Management Plan, and The New InterClean Inc. – Compensation Plan  in its entirety.

In my career development plan summary, I provided recommendations to the upper management for Kudler Fine Foods to position the company for short-term and long-term success in terms of personnel (new job descriptions & qualifications), training (for new and current employees), and performance appraisal restructuring (methodology, incentives & benefits packages, career development management, and compensation) via a simulation . Here is the Kudler Fine Foods Career Development Plan Summary in its entirety.

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In my company tort & regulatory risk plan, I developed a company-wide plan for Alumina via a simulation designed to provide the consistency needed to manage, prevent, detect, and correct the way that they handle future risks. Negligence, proximate cause, disparagement or trade libel, intentional misrepresentation, invasion of the right to privacy, and malicious prosecution were the torts that were identified in the plan. Here is the Tort & Regulatory Risk Plan in its entirety.

In my company memo recognizing contract risk and opportunities, I discussed the legal risks & opportunities (regarding the software deliverables and deadline), renegotiated contract terms (amendments to performance, change control, communications & reporting, and project structure aspects), and managerial implications (commitment to software quality and delivery, personnel addition & relocation, and informational access) for the Span Systems contract with Citizen-Schwarz AG via a simulation that addressed problems from the transaction software project. Here is the Span Systems Simulation Memo in its entirety.

In my company corporate compliance plan, I illustrated how the plan would address governance (the addition of board meeting minutes and departmental governance), logistical (the relocation of facilities to Shanghai and compliance with international exporting laws), technological (the addition of a sustainability plan called the Going Green Initiative that would conform to ISO 14001 standards), and operational (the overhaul of information systems as well as information management in the Finance & Accounting, HRM, and Sales & Marketing departments) issues for Riordan Manufacturing via a simulation . Here is the Riordan Corporate Compliance Plan in its entirety.

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In my learning team plan for positive influence, I developed a plan for my learning team based on team assessments (DISC, Emotional Intelligence, What Do I Value?, How Involved Am I With My Job?, How Satisfied Am I With My  Job?, and What Are My Attitudes Towards Workplace Diversity?) that would enhance team motivation, satisfaction, and performance, as well as shape team behavior through emotional labor (attitudes, emotions, personalities, and values). Here is the Plan for Positive Influence in its entirety.

In my learning team training program, I established a training program under the frameworks of empowerment (team communication), motivation (team collaboration), and reward (team conflict) that was inspired by my past experiences with a group project for my sport promotion class as an undergraduate at Clemson University. Here is the Training Program in its entirety.

In the creation of my perfect job position paper, I determined the perfect job position (VP of Corporate Communications) that catered to my leadership style via self assessments (What’s My Leadership Style?, How Charismatic Am I, Do I Trust Others?, Do Others See Me As Trustworthy?, How Good Am I At Disciplining Others?, How Good Am I At Building And Leading A Team?, and What’s My Leadership Style?), leadership theories (University of Michigan Studies, Fiedler Model, Cognitive Resource Theory, and Situational Leadership Theory), and leadership style description (a people-oriented leader who values situational leadership and encourages group involvement via participative leadership). Here is the Perfect Position Paper in its entirety.

In the leadership change strategy paper, I provided options for implementing a leadership change that coincided with Gene One’s decision to go public with an IPO that addressed communication, structural , and personnel issues best suited to move Gene One into the IPO future. Here is the Gene One Change Strategy Paper in its entirety.

In the operations restructuring strategy paper, I utilized managerial practices (geared towards improving the organizational culture for its employees) and structural design (geared towards empowering employees for organizational effectiveness) for the e-tailing division of Smith & Falmouth (S&F Online) which is considered crucial to S&F’s growth strategy over the next three years. Here is the S&F Restructuring Strategy Paper in its entirety.

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