Study "Career / Labor / Human Resources" Essays 661-713

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Habits of Earlier Generations Term Paper

… Another researcher notes, "Due to the misunderstandings that occur, tensions between people of different generations are not uncommon" (Sago). Older workers resent what they see as a lacksidaisical attitude from younger workers. They feel they do not carry their own weight, and are less than dedicated to their work. Younger workers are sometimes late, take more breaks, leave early, and leave jobs they do not enjoy to their co-workers. Sago continues, "While some disapprove of those who end their workday promptly at 5:00 P.M., those departing conversely resent the glares they receive as they walk out the door, thinking that those who stay late should get a life" (Sago). Probably the biggest problem between older and younger workers is the young workers' tendency to shirk responsibility, while the older workers may take on more than their share. Younger workers are often more adept at computers than communication, and this puts off many of the older generation, who are proud of their social skills and their job skills. Managers must look to a new way of management that creates a more stimulating environment for younger workers, that challenges them to new ways of doing things and completing their assignments. Perhaps the biggest contrast between younger and older workers is how they are managed, and developing new techniques can help all generations of workers.

In conclusion, the work ethic between generations always changes. There is nothing as constant as change. Work habits will continue to change in future generations, and so will the value and importance placed on the work environment. The work habits of earlier generations differ greatly from the work habits of the current generation, and the current generation will need to catch up in work attitude and social skills if American products and services are to remain at the top of the world market.

References

Jamrog, Jay J. "The Coming Decade of the Employee." Human Resource Planning 25.3 (2002): 5+.

Sago, Brad. "Uncommon Threads: Mending the Generation Gap at Work." CenterOnline.org. 2000. 6 Aug. 2004. http://www.centeronline.org/knowledge/article.cfm?ID=841&ContentProfileID=122864&Action=searching… [read more]


Focus Group Discussion (Fgd) Plan Term Paper

… Do you feel that your job has a meaningful significance to the agency? In what way/s?

Do you feel that you are personally accountable to the outcomes of your performance at work?

In your assessment, will you consider your job performance and efforts as satisfactory or unsatisfactory? Why?

Part 3: Expected and Actual Outcomes of Employee Expectations- questions in this category provides the moderators a comparative analysis of how employee expectations have been met or neglected by the agency. Satisfaction or dissatisfaction with these actual outcomes primarily determines the reasons why there has been high employee turn-over rate in the agency.

Are you motivated to work for the company? Why?

If no, what is the reason why you are not motivated to work for the company?

If no, what are the factors that will motivate you to perform satisfactorily for the company?

Are you satisfied to work for the company? Why?

If no, what is the reason why you are not satisfied to work for the company?

If no, what are the factors that will satisfy and make you perform satisfactorily for the company?

Do you perceive yourself as an effective employee and member of the agency?

If yes, what are the factors that you consider contribute to your effectiveness as an employee of the agency?

If no, what are the factors that you consider contribute to your ineffectiveness as an employee of the agency?

Facilitation Techniques

Each FGD session will have three parts: the beginning, main, and closing sessions. The beginning session will include activities such as identifying the roles of each participant, moderator, and translator (if needed) in the FGD. As moderator and personnel consultant, I have the task to introduce the participants with each other to encourage a smooth discussion when the main session begins.

Setting the ground rules of the session and inclusion of different kinds of questions is imperative to ensure that the discussion will not deviate from the objectives of the FGD. Generally, open-ended questions are used for the session, but for probing purposes, accidental and hypothetical questions will also be included when needed. Discussions will recorded via tape and video recordings, in addition to note-taking from the assistant moderator.

Outline of agenda for the FGD

Beginning

Main Session

Closing

Check all equipment needed for the FGD (for note-taking and tape and video recording)

Arrive at the site early to arrange seating and equipment

Greet the participants and receive consent forms

Establish "small talk" to establish rapport with the participants

Start the main session when 6 participants have already arrived

Introduction; establish 'ground rules' of the session

Session moves toward the study's critical question

Encourage and control the discussion by:

Maintaining a friendly atmosphere

Appropriate and timely pauses and prompts

Probing

Rephrasing questions or answers of discussants

Using reminder and hypothetical questions

Asking of preliminary questions based on three categories (parts):

Part 1: Range of talents and skills each employee has based on job description and actual job performance

Part 2: employee motivation and… [read more]


B Personalities at Work Term Paper

… ' (Zuckerman, 2004) This may well be the case. However, it may be just as likely that Type A personalities, particularly of the hostile variety, seem to be working harder, because they act as though they are always in a hurry and speak about the excessive nature of their work engagements with pride. However, a manager must always concern him or herself with output rather than purely with attitude. The leisurely pace of a Type B may actually be more productive, depending on the project and the individual, and Type As may expend a great deal of restless energy simply making noise, rather than getting things done. A particularly unproductive tendency of Type As of both subsets is the tendency to take things personally, regardless of how the perceived slights were intended.

However, one very valuable asset of controlled Type As is there intense future orientation, which can, coupled with the right kind of enthusiasm, produce a very 'future oriented' focus for company projects, which is critical and key to any organizational strategy. This type of future orientation, or sensory quality of personality type (Kroger & Thuesen, 2002) is a particular asset to most workforces, where following protocol in a strict fashion is often taken to such an extent that creativity is sacrificed.

Thus, the key to managing these different personality types is not to eliminate all Type A characteristics, when controlled, from the workplace, or all Type B characteristics. It is to ensure a workplace that has a balanced environment within its structure of personality as well as administrative function. Also, a heightened consciousnesses of the different types helps to smooth over potential conflicts between the types one must manage -- and a heightened consciousness of one's own personality type is helpful in better understanding one's own managerial and professional and personal style.

Works Cited

Noakes, Timothy. (1986). The Lore of Running. Champaign, IL: Oxford University Press.

Kroeger, Otto, and Janet M. Thuesen. (2002). TypeTalk at Work-How the 16 Personalities Determine Your Success On The Job. New York: Dell Publishing, Inc.

Zuckerman, Edward L. The Clinician's Thesaurus Three: The Guide Book…… [read more]


Diverse Workforce Term Paper

… In other cases, the benefits program officers may have done an excellent job in creating a diverse benefit package but other divisions of a company (including its top management) may be sabotaging the efforts of the benefits program. This is… [read more]


Workers Over 65 Today Term Paper

… Also, statistics on injuries on the job show that older workers are not as prone to injury, whether as a result of greater experience or more of a 'look before you leap' mentality."

With today's improvements in health care, many older employees stay with companies long enough to have a positive impact on the bottom line. In addition, older workers bring a variety of benefits to companies that younger ones simply cannot, including vast experience, business expertise and contacts. These qualities help companies grow.

Fortunartly, some companies are realizing that older worker provide many advantages and benefits to businesses. One of the greatest benefits is an improved return on training costs due to the greater loyalty and professionalism of older employees. Employees over the age of 65 are proving themselves to be every bit as effective as younger workers, with the added benefits of experience, mobility and loyalty.

For employers, hiring older workers seems to be a valid and effective solution (Hawthorne, 2003). Many of today's over-65 workers are bright, healthy and loyal. With a smaller number of younger workers, employers will simply not have access to the talent and experience they enjoyed as the so-called "baby boomers" were rising in the ranks. A 1997 Radcliffe Public Policy Institute study predicts that the number of older workers will significantly increase between1994 and 2005. The study, which focuses on training older workers, noted that, as we move into the next century, "neither employers nor employees can afford to sit by as the skills of the workforce become obsolete."

"There might be more of a need for them," according to Anna Rappaport, a consultant for William M. Mercer Inc., a human resources consulting firm (Hawthorne, 2003). "Rehiring retirees has targeted people with specific skills or specific knowledge, or to fill in because people are short-staffed. If (a company) has laid off a bunch of people or reduced the overall size of its staff, there might be more of a need for extra help in special situations, or a little special expertise on special projects."

Still, while 65-plus workers may be even more effective than younger ones, they may require some special treatment. For example, the following suggestions show companies how to attract and retain older workers (Morris, 2000):

Providing more opportunities for temporary and part-time work, including creative arrangements such as job sharing.

Offering flextime for full- and part-time employees so they can create their own schedules.

Restructuring how jobs are done so older workers can do the same job but spend less time standing or doing other physically taxing tasks.

Seeking opportunities to allow older employees to telecommute.

Providing sabbaticals and extended vacations that give seniors the chance to pursue other interests and retain ties to the workplace.

Implementing phased retirement. It could begin at age 62, gradually ratcheting down the number of hours an older employee works, but keeping them with the company past age 65.

According to Tony Armitage-Johnstone (2002), employers that are willing to change their recruitment policies… [read more]


Strong Work Ethic Is Vital Term Paper

… In addition, the notions behind the work ethic are translated to the managerial theories that are practiced in these societies. For Japanese managers this means that they concentrate more on the overall needs of their employees, because making sure that the employees are happy is good for the whole company. Whereas American managers will concentrate on what makes them look good as individuals. This often involves a more impersonal style of management.

Conclusion

The purpose of this discussion was to compare and contrast Japan's management theories and work ethics with that of the United States. We found that historically both cultures have a strong work ethic but that the American work ethic has been diminished in light of the changes in technology. We also found that the managerial practices of these countries differ in terms of their interpersonal appeal.

References

http://www.questia.com/PM.qst?a=o&d=27625295

Applebaum, H. (1998). The American Work Ethic and the Changing WorkForce: An Historical Perspective. Westport, CT: Greenwood Press. http://www.questia.com/PM.qst?a=o&d=62469035

Cutcher-Gershenfeld, J., Lin, W., Nitta, M., Moore, M., Barrett, B.J., Mothersell, W.M., Belhedi, N., Palthe, J., Chow, S.S., Ramanand, S., Inaba, T., Strolle, M.E., Ishino, I., Wheaton, A.C., Coutchie, C., Lee, S., & Rabine, S. (1998). Knowledge-Driven Work: Unexpected Lessons from Japanese and United States Work Practices. New York: Oxford U.S.. http://www.questia.com/PM.qst?a=o&d=5001797416

Kelly, G.M. (2000). Employment and concepts of work in the new global economy. International Labour Review, 139(1), 5. http://www.questia.com/PM.qst?a=o&d=5001269047

Laws, J., & Tang, T.L. (1999). Japanese transplants and union membership: the case of Nissan Motor Manufacturing Corporation. SAM Advanced Management Journal, 64(2), 16+. http://www.questia.com/PM.qst?a=o&d=62765462

Lebra, T.S. (1976). Japanese Patterns of Behavior. Honolulu: University Press of Hawaii. http://www.questia.com/PM.qst?a=o&d=98735218

Lutz, T. (1996). "Sweat or Die": the Hedonization of the Work Ethic in the 1920s. American Literary History, 8(2), 259-283. http://www.questia.com/PM.qst?a=o&d=6962658

Mannon, J.M. (1997). Measuring up: The Performance Ethic in American Culture. Boulder, CO: Westview Press. http://www.questia.com/PM.qst?a=o&d=5001646031

Rhody, J.D. (1995). Learning from Japanese transplants and American corporations. Public Personnel Management, 24(1), 19+. http://www.questia.com/PM.qst?a=o&d=5000633562

Streeter, W.W. (2003). The work ethic, pass it on. ABA Banking Journal, 95(2), 4.… [read more]


Job Evaluation Skit Damian Term Paper

… " Also add shots of Peter secretively playing Tetris at work, and chatting with co-workers Mike and Samir).

Actor playing Knowlton: I really think Knowlton feels the same way as the character in the movie. His worries could have been eased a lot if Jessica had helped to ease the tenson a bit, and acted a bit more sympathetically.

Actor playing Jessica: Hey, the guy's a serious slacker - I don't blame her. No, just kidding, although I don't think Knowlton's obvious nervousness helped a lot. Bosses are only human beings - no seriously, they are. If Knowlton had walked in with a more positive attitude towards the evaluation I think it would have helped a lot.

Actor playing Knowlton: Hey, the poor guy's got more that a little bit of anxiety. He's got a fairly crappy job, and all the guy wants to is to get paid. I think he has fantasies about beating up the office furniture.

Damian: Something like this? (Shows a clip from Office Space, where three people take a baseball bat to an office photocopier, with the sounds of rap music being played in the background).

Actor playing Knowlton: That pretty much sums his attitude up, I think. He's just not a very happy guy at work.

Actor playing Jessica: Well, there you go. I guess you can hardly blame the boss for being less than human, if her workers have that attitude.

Actor playing Knowlton: And I guess you can't blame his attitude, if his boss is such an insensitive person.

Damian: OK, guys, I think we've hit on the crux of the problem here. Sometimes negative attitudes from the workplace can get carried into the job performance review process. I'm not sure what to say about that, except that some consientious effort to improve their attitude on the part of both Jessica, the boss, and Knowton, the employee could help an awful lot in making the expeience much more pleasant for the both of them. What do the two of you think of that little idea?

Knowlton: I guess so Jessica: (grudgingly) Sure. I suppose that's true.

Damian: And the end product of their attitude "adustments" may look something like this short little clip from Office Space. (Shows a clip from Office Space, where Peter Gibbons meets with the efficiency experts, who eventually proclaim, "he has upper management written all over him").

Works Cited

Office Space. 1999. Director: Mike Judge. Starring:…… [read more]


Generation Gaps in the Workforce Term Paper

… "Most jobs contain a certain amount of routine, day-to-day work; offer employees a chance to work on something in which they have a special interest, something that will challenge them" (Smith).

Bridging the generation gap in the workplace may seem like a daunting task when a corporation has to contend with the four groups together, but implementing good inter-personal development and knowing what makes each group tick will enable businesses to stem the gap between their employees, which will increase their potential and abilities, while accommodating each generation with their individual and professional needs.

Bibliography

1999. Baby Boomers Envision Their Retirement: An AARP Segmentation Analysis AARP website, retrieved on November 4th, 2003, http://research.aarp.org/econ/boomer_seg_toc.html

2003. Worried at Work: Generation Gap at Workplace Woes

ISR, 2003, Online copy at www.isrsurveys.com/en/pdf/media/generation_gap.pdf

Moore, M. 2001. Stupid White Men

Penguin Books, New York and London, 2002.

Thompson, M. September, 2003 Generation gaps in the workplace MSNBC website, retrieved on November 3rd, 2003. http://www.msnbc.com/news/959083.asp?cp1=1

Lancaster, L. Feb.2002 When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work HarperCollins, July 2003.

Smith, G.P. 2003.Baby Boomer vs. Generation X Managing the New Workforce Chart Your Course, International. Retrieved online on 1 November, 2003 at http://www.chartcourse.com/articlebabyvsgenx.html

Zemke, R. 1998-2001. Generations at Work GWSAE CEO Agenda Series, Feb 2001. Electronic Edition found at, www.gwsae.org/ExecutiveUpdate/2001/February/generations.htm… [read more]


Reward Programs in the Workplace Term Paper

… Therefore, their performance often goes unnoticed in a financial sense. Both organizations and employees will benefit if these issues are discussed openly without hesitation. As pay and performance are ultimately connected, it is in the best interest of those involved… [read more]


Telecommuting Business Proposal Term Paper

… To ensure the security of their work, the telecommuters will also be provided with computer firewall software and a secure filing cabinet for documents. Insurance to cover the maintenance, repair or loss of this equipment is optional (Phelan).

Telecommuters will be required to work eight-hour days, similar to their office counterparts. They will be available for telephone consultations with colleagues and clients and will attend meetings via conference calls.

Because telecommuting lends itself to a more flexible work schedule, the human resources department will designate core contact hours, during which the telecommuters must be available for consultations, questions and updates via telephone or e-mail.

Productivity will be assessed based on the number of forms or claims processed per telecommuter, on a daily, weekly, monthly and ultimately, quarterly basis. Their results will be compared to their previous performance as well as to the output of their office-based counterparts. Furthermore, the participants in this pilot program will be interviewed and their assessments and suggestions will be included in the evaluation.

Costs of implementation. There will be initial expenses in implementing this pilot program. When the Rhode Island-based accounting firm of Pirolli, Deller & Conaty began its telecommuting program, the initial cost for a home-based CPA's equipment was under $2,000. Once set-up, the monthly fees for high-speed internet connection, firewall protection and other communication needs was less than $200 (Phelan).

However, this cost will be more than recuperated in terms of saved overhead expenses. Sprint PCS, for example, estimates that the company saves an estimated $4,000 per teleworker annually in space, energy and other overhead costs (Rivera). In terms of productivity, a telecommuter with an accounting firm in Florida reported that she has increased the number of insurance claims she could process from 25 per hour at her corporate office to 34 per hour at home (Greer et al.). This increased productivity alone will allow XYZ to recuperate its initial telecommuting expense by making the hiring of seasonal employees during tax time unnecessary.

Conclusion. This proposal outlines a pilot telecommuting program to allow ten full-time employees of XYZ Accounting to work from home for three days a week. The program is expected to generate profit for the company by lessening overhead costs and increasing worker productivity.

Works Cited

Greer, Jason, et al. "Using telecommuting to improve the bottom line" Strategic Finance April, 2002. Proquest Resource One. CD-ROM. UMI April, 2002.

Phelan, Sarah. "Home is where the office is" Journal of Accountancy December 2002 Proquest Resource One. CD-ROM. UMI December, 2002.

Rivera, Patricia. "Sprint PCS Employees Must Give Up Office Space to Work from Home" Knight…… [read more]


Diversity in the Workplace Term Paper

… Each generation is raised with certain beliefs and mores and when there are multiple generations in a workplace there can be tension as to how work issues should be addressed and handled. This can be solved by providing workplace seminars about diversity that will teach the workers there are age different attitudes and explore some of the more commonly held beliefs and understandings within each age group. If the workers see that the differences in their attitudes and communication styles is not a personal thing, but a societal thing based on the era in which they were raised they will be less likely to be offended when they encounter differences.

In gender diversity there will be differences in the communication style between men and women. Men and women are raised differently and they are expected by society to react differently to the same set of circumstances. In the workplace this can lead to tension when one gender does not understand or cannot relate to the communication efforts of the other gender. This can be handled as well through workplace diversity training. The communicti0on style that should be encouraged should be a genderless style that involves professional and solid communication preferably in writing to clear up any misunderstandings in the communication styles among the different gendered employees.

Diversity in personalities is a type of diversity that all workplace environments deal with on a daily basis. Some people are easier going by nature than others. One person may have a compulsive personality that others refer to as anal retentive while the persons who works right next to them may have a laid back personality that appears to be lazy instead. Workplace personalities are the source of many arguments and unhappiness in the workplace. The company can help ease the situation by creating work groups that are cohesive and then placing jobs that match personalities on the workers. (Watkins, 1998)Encouraging and employing a wide range of diverse people is one way to begin the process of embracing diversity in the workplace. If the workforce has many different personalities, genders, and ages each person will find others that they are comfortable eating lunch with going on break with and communicating work related problems to. This will encourage the workplace diversity.

(Johnson, 2001) Understanding the nature and importance of workplace diversity is something that each business needs to address. Without the understanding workplace diversity can cause tension in the workplace that can lead to reduced productivity and moral. Reduced moral can lead to workers seeking employment elsewhere which in turn costs the company money because new employees have to be hired, trained and the worked up to speed. It is an expensive venture all the way around and the understanding of the benefits of workplace diversity can avoid many such problems.

CONCLUSION

As the world continues to globalize diversity in the workplace has become a fact of life. Before globalization began however, there were diverse ages, genders and personalities already working together. It is imperative… [read more]


Organizational Structure of Major Banks Essay

… Banks

The organizational structure of banks can influence many things. First, it reflects the lines of business that they pursue, but it also reflects in how they choose to pursue those lines of business. As Wells Fargo has grown into a national bank in the past couple of decades, it has had the opportunity to consider what structure works best for it. One of the more interesting aspects of the company's structure is that only one operating division has its own unit -- investment management. The other major divisions are operational in nature, including enterprise risk, corporate development, corporate strategy, innovation and enterprise efficiency. This structure points to a bank that is largely a retail bank serving the needs of consumers and small business. That there are no geographic breakdowns points to a bank that is primarily domestic, and where the nature of its business does not change in different regions. The investment management division is distinct, in part this is because investment management has a different culture from retail banking, different compensation structures and other aspects that differentiate it from retail banking.

The organizational structure of the Bank of America is quite different. The BoA has a more international scope to its operations, something that is reflected in three major international functional units. There is one domestic unit for consumer banking, one for legacy assets and services, and one "other." The other three are all billed as global in nature: global wealth and investment management, global banking and global markets. These divisions highlight the degree to which BoA is outward looking, and its recognition of the globalization of financial markets. BoA recognizes that corporate and high net worth clients often live globally, and have unique needs compared with the average domestic customer. They have therefore structured their business to reflect this, so in a sense they are not just breaking out business units on the basis of function, but customer as well. The company has a much stronger investment banking focus,…… [read more]


Administrative Assistant Position Research Paper

… ¶ … administrative assistant role is a Level I role within the organization, meaning a low-level role with only a handful of basic skills and knowledge requirements. Most of the tasks are non-technical in nature, and what tasks are technical… [read more]


Management of Human Resources and Smallgoods' Safety Essay

… Sopranos Smallgoods

Safe handling practices are essential in the food industry. First and foremost, because of the use of sharp objects such as cleavers and slicers, there is the real risk of serious injury to workers on a daily basis. Secondly, it is also essential that workers engage in safe handling of food products to avoid contamination of the items. Regulations exist on both the federal and state level to ensure that appropriate safety protocols are observed. However, because it began as a relatively small, family-run operation, there is a lack of standardized operating procedures being observed at Smallgoods. The fact Smallgoods has evolved into a much larger and more complex organization has not translated into observing standardized safety precautions because of a failure of leadership. This failure must be addressed to ensure that no injuries occur to workers or customers. As well as becoming more aware of external laws and safety regulations, the company must set its own internal standards and create safety procedures and mechanisms to ensure that safe behavior is the rule rather than the exception at Smallgoods.

Most notably, there is a lack of follow-through by the head of the organization. Vincenzo Soprano, the CEO, claims he has invested money in safe handling equipment but that workers and supervisors are not following through with these directives. This rather hopeless attitude on the part of the top leadership must change: the organization must create a series of incentives to demand that workers follow protocols and supervisors enforce them. A serious injury or death on the premises would not only be a tragedy for the company and the workers: it would also bring costly lawsuits and negative publicity that could seriously threaten the future of the organization. The leadership must make safety a priority the same way they do quality standards about food taste and productivity goals. Such an attitude that nothing can be done about workers' refusal to adhere to standards and managers' refusal to make them do so would be unacceptable in other areas of the business.

First, workers performance must be evaluated not only on how much they produce but also upon how closely they adhere to safety standards. Workers should receive a grade on safety practices, just as they receive a grade on other aspects of their performance. Workers who go above and beyond the call of duty on this performance measure should receive additional rewards and bonuses, just as they do in other aspects of their workplace performance.

Similarly, managers should be graded upon the number of safety problems evident in the areas they supervise and the extent to which they and their workers adhere to such protocols should be a critical part of how their performance is reviewed. Managers will have an incentive to ignore safety needs and focus on short-term productivity goals unless they are held accountable.

A third, equally important step in improving safety is appropriate training. Although workers may know the theory behind safe practices, they may not be… [read more]


Partners for a Healthy Baby Program: Description of a Program Coordinator Research Paper

… Job Description: Partners for a Healthy Baby (Program Coordinator)

Job Description

Organization Description

There are certain needs of a woman after delivery of child, which is accompanied by low knowledge and curiosity. There is a certain type of help and… [read more]


Maximizing Employee Potential During Recruitment Research Paper

… Recruitment and Selection Strategies

Obtaining and maintaining high-quality talent is critical to the organization's success. As the job market becomes aggressive, and the available skills are diversified, interviewers must be particular in their choices. This is because poor hiring choices can produce long-term side effects. Notably, high training and development costs to reduce the occurrence of inefficiency and great revenues, in turn, affects staff motivation and the development of high-quality products or services. At worst, the company can fail to succeed to achieve its goals thereby losing its market share and competitive edge.

Employee Selection, Training, and Development

Worker selection is an essential aspect to the organization when they are recruiting their employees. Diversity is the key thing they must think of in selecting someone to join the organization. Their dedication to diversity continues to be powerful and as part of the ongoing initiatives to become a leader in diversity, the business must ensure that their selecting symbolizes the diversity of the region. It involves increasing the ratio of women and minorities in leadership positions. The company also prides itself not only in diversity, but also in younger talents. Probably, they like the younger willing employees. They take part in job exhibitions, internships and college recruitment to improve the diversity of their applicant pool for vacant positions throughout the organization. They can improve the organization's diversity significantly through our external hiring initiatives. This is a great chance of younger job seekers to get in the field and gain experience (Rothwell, 2010).

The next phase in the employment procedure is the employee coaching and growth. Coaching is expensive and very difficult procedure in any business. The company can pay its workers to be trained, and they may pay the person who is coaching (Sears, 2003). This is like paying double the workers required. When the candidate selection procedure begins, and the managers start to pick applicants, they must ensure they have the right ones. In order to save company's resources like time and money, it is commendable to devise a training and development system that must be effective and efficient. The business is such a huge company that their coaching and growth needs to be high quality and have a great affect their workers. Their coaching and growth are expected to make an important dedication, and it will be a benchmark for all other organizations. They can use a mixture of outside providers and techniques it has designed on its own in the overhaul of coaching and growth. Nike will inform their new technique of coaching.

In this process, each section is five to ten minutes long and gives the newly employed the basic details they need about various items. As new items are presented each year, the coaching is modified, and the organization can personalize the system for each employee. At the end of the coaching, associates are quizzed and requested for reviews, which will be sent to supervisors, and they can modify things if required. This procedure is an… [read more]


Lincoln Electric Case Essay

… Lincoln Electric

The initial expansion efforts succeeded for a couple of reasons. First, they occurred during the period when bonuses were much higher than they are today. The bonuses were clearly a significant component of the incentive scheme. Also, there were enough cultural similarities to the U.S. that this system was relatively easy to transfer. With the newer acquisitions, there were entrenched unions and corporate culture, which led to some resistance to the system of incentives. The legal barriers compounded the issue, because Lincoln could not utilize its incentive system properly in some countries, again this is an issue relating to different work cultures. Many workers did not value the incentives that were provided -- in this era the bonuses were smaller so employees did not count on them, and therefore did not value them nearly as much as had been the case with the earlier international systems.

2.

The first option is to pay the prevailing wages. That option is simple, and aligned well with the local market, but it has the drawback of not encouraging workers to work harder. Thus, it lacks the incentive power that Lincoln normally seeks. The second option, tying the bonus to factory production, would create this incentive, but it could also be subject to problems. First, managers would have to be trusted to dispense the bonus when it arrived from the U.S., but also the workers may not buy into this plan, if it is not something that is familiar in their culture. There is risk tying a reward for an individual to the work of the team, if the majority of the team does not value that incentive. The workers may not see the connection between their work and the bonuses.

The third option is the piecework option. It seemed to be legal, and was easy…… [read more]


Traditionally Chosen When a Current Employee Test Essay

… ¶ … traditionally chosen when a current employee test positive for drug use?

Drug testing is a reality within the workplace for several organizations. Because of the nature of the work conducted in these organizations, which might apply to dealing with the general public or pertain to sensitive information that affects a number of different people in either the public or private sectors, it is best to ensure that employees are not using drugs. In these instances, drug testing is mandatory and there are stated prerequisites that employees cannot work for these organizations while using drugs. In the event that an employee tests positive for illicit substances while employed by one of the aforementioned organizations, employers traditionally choose to utilize one of these four options: termination, treatment, retest, or a leave of absence.

Termination is usually an option that employers can exercise when ascertaining that an individual has tested positive for illegal drugs. This option is frequently exercised when there has been a decline in employee productivity, or if a particular employee has already had a troubled past with an organization. The advantages of termination are that it provides a readily available, final solution to what could become a major problem if not immediately addressed. This option is also exercised when employees are in positions in which there are high rates of turnover and the skills and qualifications for fulfilling that position are basic.

Another option that employers can utilize when an employee has tested positive for drugs is to help that employee get treatment. This option is used less than the others, for the simple fact that it is typically reserved for employees who are viewed as extremely valuable assets to a company. Additionally, it applies to employees who have an intrinsic stake in a company or who have a lengthy history with it. In these instances employers are willing…… [read more]


Ritz Carlton Case Study

… The empowerment, including the $2,000 they are allowed to spend on a guest so employees can find opportunity to delight guests by going further than competing hotels would attempt has supported the premium reputation; a reputation that is very difficult for competing firm to match.

The differentiation is the reputation and the service that is experienced by guests, with a number of sources that all input into that experience. This places the firm in a strong position, as service levels can be difficult to emulate, and with several source of advantage, including the heritage, leading to the position, it will be difficult for any firm to successfully emulate.

Question 2 - Wow stories

The 'wow stories' play an extremely important role in the development and the maintenance of the organizational culture at Ritz Carlton, which a key element of the competitive advantage of differentiation. It is the culture than sets the standards and the norms, and ensures that they remain the same throughout the organization. It is these standards and norms that create the conditions for management and employees to provide such as uniquely high level of differentiated service.

Schein (2010) argues that there six steps in the way an organization creates and maintains its culture. These stages are the way staff are selected to ensure they are a fit with the existing staff and organizational values; the socialization that occurs through the induction process, the removing of deviant employees, the use of behavior and tools to reinforce desired behavior, and cultural communications. The ways 'wow stories' are used and communicated satisfy several of these stages of cultural development and reinforcement. A different wow story is communicated every day, to every single employee in the firm. This process shows employees the behavior and actions that the employer desires, supporting the value and reinforcing the idea that employees are expected to provide such high levels of service. The recognition of individual employees across all the 70 hotels in 24 countries also shows the employees that the employers value them as individuals. This is a reinforcement of beliefs within Schein's (2010) model of culture; it is also a reinforcement of beliefs. The meeting may also be seen as ne of the process of inducting employees into the culture, which is supported by the high level of training and the value cards the employees are given.

The recognition that is given to the employees may also be argued as important due to the role it plays in motivating employees (Bratton & Gold, 2012). Where employees see their employer take actions which support the employees, such as the provision of praise, these all support a positive and productive employment relationship (Bratton & Gold, 2012). The wow stories process of communication supports the other strategy, such as empowerment, that enhances motivation. The presence of these types of stories in the firm may also help the employees develop a sense of pride in their employer, and their own role in their job, seeking to emulate the… [read more]


HR Analysis Case Study

… For these, higher level positions, Randy should choose to use the interview process instead of the work sampling process. It is crucial that Randy empowers his selection process for higher level positions with a better sense of each candidate. An interview process can contain a fictional job scenario to simulate how the candidate would respond (University of California Riverside, 2014). Still, Randy would have to create his questions very carefully in order to avoid potentially falling into a bias during the interviewing process (HR Council, 2014). So, Randy should use a mixed methods approach to the hiring process methodology as needed by the specific details of each job he is filling positions for.

Question 3

Using the same calculations, a sample study of 200 applicants can be conducted as well. The dollar value gain for each hiring process would be as follows:

Interviews

50(1)(.30)(4800)(.80) -200(100)

= $57,600-$20,000 = $37,600

Work Samples

50(1)(.50)(4800)(.80) -200(100)

= $96,000-$30,000 = $66,000

Clearly, the dollar value gain has changed; yet, the work sample process still proves the better choice. There is not as much of a gap, but there still is a clear discrepancy that makes the work sampling method the best choice for Randy to choose. Still, the same recommendations stand for this scenario as well. That means Randy should make a detailed job description in order to determine which positions would be better suited for an interview. This means that an integrated approach would still be the better case for this scenario as well.

Question 4

Still, for both tests there are clear limitations to the estimates that were produced in these calculations. First, the standard deviation that represents job performance is a very rough estimate. This means that it is only an educated guess, and may not represent the reality close enough to make assumptions from the statistical testing. This means that the real gain on value could be skewed compared to the estimates. Overall, it reduces the accuracy in the calculations.

Additionally, there was no data for the 100 applicants provided. Ultimately, the unique characteristics of each candidate would impact the calculations. With no data, it is just a pure estimate. The level of accuracy could be greatly improved with data that represents the proficiency of the workers, the reliability of the testing methods, and the environmental conditions of the ice cream job for each location Randy is hiring for. The averages for the validity coefficients may not be as accurate as they could be if there was other data provided. In evaluating methods, "tests must be validated using statistical methods and administered consistently across the hiring process" (University of California Riverside, 2014). Without assurance in the data, the estimates are just that -- estimates. They may not represent reality with the level of accuracy that would empower Randy to make the best decision. For Randy to make a better decision, he could possibly use data from some of his competitors in order to set benchmarks for what is appropriate proficiency… [read more]


Goal Setting Theory in the Workplace Term Paper

… This goal is clear in that it defines what the marketing officer wants to achieve, when the achievement is due, and the specific target region i.e. California. A member of the finance team within the organization may set the goal of reducing payment-processing time from one week to three days within three months. This goal is also clear and provides a basis for the finance officer's performance to be measured. The human resources manager within the company may decide to increase employee reported job satisfaction from 80% to 95% by the next employee job survey. This is also a clear goal that is measurable, complex in nature, produces commitment to the goal, allows for feedback to be provided, and is challenging.

How goal setting can affect employee motivation

Goal setting provides motivation for employees since it allows the employee to engage with their supervisor in the goal setting process and overall achievement of their goal. With each employee setting goals that they feel they can achieve, it lifts the overall performance of the business, and in turn provides a drive for the employee to succeed since when the company improves in performance, the employee also benefits through bonuses and performance incentives (Elliott & Dweck, 1988). At the same time, goal setting influences motivation by linking the company culture to the company's performance environment. Employees become motivated to increase their productivity since their company culture becomes embedded in the goal setting process. This produces motivation for employees in the long run.

References

Eccles, J.S., & Wigfield, A. (2002). Motivational beliefs, values, and goals. Annual Review of Psychology, 53, 109-132.

Elliott, E.S., & Dweck, C.S. (1988). Goals: An approach to motivation and achievement. Journal of Personality and…… [read more]


Dillon v. Champion Jogbra, Inc Research Paper

… The procedure created a progressive discipline system for all workers and various categories of disciplinary violations. The procedure was applicable to all workers and would be utilized in a fair and consistent manner. Since the language in this section or procedure had a mandatory tone, it created an implied contract between the company and its employees. In addition, an implied contract was evident in the firm's attempts to offer employees the impression of job security and benefits through the Corrective Action Procedure.

Explain how the employer breached the implied contract.

While Champion Jogbra reserves the right to fire an employee at anytime at will with or without a reason, the termination of Dillon was an infringement of the implied contract since the firm did not follow the guidelines provided in the Corrective Action Procedure. Champion Jogbra had taken various steps to give its employees the impression of job security and obtains the attendant benefits associated with such an atmosphere. Therefore, the company should not disregard its commitments at random by dismissing employees at will with or without case. The violation of the implied contract is also seen in the fact that the at-will agreement is a contract construction that does not enforce significant limitations on the right to modify contract terms.

Explain why the disclaimer in the employee manual does not have the effect desired by the employer.

The termination of Dillon's services by Champion Jogbra was motivated by the disclaimer in the employee manual. Apart from stating that the company does not offer an employment contract, the disclaimer also stated that Jogbra had the right to terminate employees at anytime at will with or without a cause. The disclaimer in the employee manual was ineffective in accomplishing the employer's objective because it sent mixed messages to the employees when compared to the Corrective Action Procedure. This is primarily because the disclaimer disregards progressive steps for handling various issues stipulated in the progressive discipline system. The ineffectiveness of the disclaimer is also attributed to the fact that it seems inconsistent with an at-will employment relationship ("Dillon v. Champion Jogbra Inc.," n.d.).

In conclusion, Dillon v. Champion Jogbra is a case that offers significant insights for human resource managers in relation to the relationship between an organization and its employees. The lawsuit shows how employers should be careful with the wording in an employment manual because of potential legal issues. In essence, employers should be careful with the wording of an employee handbook even if it does not establish any contract rights.

References:

"Dillon v. Champion Jogbra Inc." (n.d.). Find Law -- For Legal Professionals. Retrieved June

14, 2014, from http://caselaw.findlaw.com/vt-supreme-court/1461561.html

Garmisa, S.P. (2003, January 17). Decision in Firing Case Takes Dim View of At-will

Employment Doctrine. Retrieved June 14, 2014, from http://www.hoeyfarina.com/decision-firing-case-takes-dim-view-will-employment-doctrine

Walsh, D.J. (2012). Employment law for human resource practice (4th ed.). Mason, OH:

Cengage Learning.… [read more]


Performance Evaluations in Any Sector Term Paper

… The aspects of employee performance that should be evaluated depend on the specific job. Each job needs to be outlined in accordance with the official role and task description drafted by the human resources department, and cleared also with managers. Once a list of roles and tasks has been clearly delineated, then a performance evaluation may be developed. The evaluation will consist of all the parameters specific to the job. For example, an information technology systems manager will be evaluated according to the performance of the network. An employee in the psychology department will be evaluated more in terms of their clients' appraisals and client outcomes. Aspects of employee performance that are universal include absenteeism rates, and evaluations that have to do with maintaining positive morale and organizational culture. It is important to gather information from as many employees as possible when the issue is organizational culture, because not all employees or even managers are " adequately trained to monitor, interview and grade their staff," (Lawrence, 2004, p. 1).

Finally, employee self-reports are also important "because they give employees a way to reflect on their own performance," (Miller-Merrell, n.d., p. 1). Often employees are hard on themselves when they really do need to know that they are doing a good job (Miller-Merrell, n.d.). Because of this facet of employee performance reviews, they can be tools that facilitate communication and increase overall workplace morale. Employees feel like they are able to communicate their concerns, or solicit greater role clarity. At the same time, employers are able to measure actual productivity and performance outcomes in accordance with organizational goals.

References

Lawrence, P. (2004). The importance of having a performance appraisal program. The Trusted Professional 17(4): Retrieved online: http://www.nysscpa.org/trustedprof/1104/tp29.htm

Miller-Merrell, J. (n.d.). Why are performance reviews important? Do they really work? Retrieved online: http://blog.eskill.com/important-performance-review/… [read more]


Reasonable Accommodations in the Workplace A-Level Coursework

… On example of such accommodations can be found at Starbucks Corporation, which offers reasonable accommodations to job applicants with disabilities in the application process and requests that disabled applicants contact the corporation by calling [HIDDEN] or by emailing applicantaccommodation@starbucks.com to appropriate accommodations can be made for the applicant (Starbucks Corporation, 2014).

Reasonable accommodation for religious beliefs or practices is required by Title VII of the Civil Rights Act (U.S. Equal Employment Opportunity Commission, 2014). Here, reasonable accommodation means that the employer might have to make reasonable adjustments, such as flexible scheduling, substituting or swapping work shifts, reassigning jobs, allowing certain grooming or clothing practices, or otherwise modifying policies and practices, all so an employee may practice his/her religion (U.S. Equal Employment Opportunity Commission, 2014). The employer is not required to provide reasonable accommodations if doing so would cause undue hardship to the employer. The "undue hardship" standard for religion differs from that of disabilities. In the case of religion, undue hardship means that the accommodation is expensive, lessens safety or efficiency, infringes on other employees' rights or would force other employees to perform more than their fair share of possibly hazardous or difficult work (U.S. Equal Employment Opportunity Commission, 2014). An example of reasonable accommodation for employees' religious beliefs and practices, as well as undue hardship excusing the employer from other accommodations, can be found at Fairview Hospital and Healthcare Services, which allowed an employee to be excused from performing ultrasound on women contemplating abortion, but was also allowed to stop that same employee from imposing his beliefs on other employees (Homans &… [read more]


How Should HR Professionals Respond to Sexual Harassment? Essay

… Sexual harassment in the workplace is an ongoing and serious problem that employers in any workplace environment must cope with as justly and fairly as they can. They must also follow the laws that apply to workplace harassment and to… [read more]


Ethical Decision Making Process Underage Essay

… "Well, with all honesty we try to treat our employees well and pay them according to the agreement signed" said Ben, "the aspect of the age verification is not in our jurisdiction as long as we have notified all potential employees that we do not accept under 18 years of age as employees. About the hours, as long as our records indicate a maximum of 80 hours a week, we are safe." Steve stood, up with a gait of finality, "Well, we are in business and we need to cut down on our costs as we increase production, as long as it is work for pay, then there is no harm, factually on our records we do not employ underage workers neither do we over work them, that is it." Steve walked out to meet the media with denial of claims and feigning ignorance of facts as…… [read more]


Performance Apprasials Unfair Performance Evaluations Essay

… 2.Corporate Decision Making

CanGo is looking at ways to grow its business. How should they approach the decision on how to do it?

CanGo should make a full list of all of the opportunities that it can identify. It should enlist the opinions of as many people as possible in this process; possibly including external consultants. By brainstorming and collecting ideas about growth, CanGo can set the foundation by which different ideas can be compared.

3.Weighing Decision Criteria

How do we assign weights to criteria? Is it always based strictly on logic and achieving the best quantitative result and why?

Assigning weights to criteria is not exactly a logical and deductive process. Although it can use logical steps, much of the content is based on subjective opinions of the situation. Therefore it is almost impossible to make a fully objective criteria model. However, there are steps that can be taken to minimize the subjective and illogical parts of the strategy development process.

Works Cited

Avey, J., Luthans, F., & Jensen, S. (2009). Psychological capital: A positive resource for combating employee stress and turnover.…… [read more]


HRM Changing the Recruitment Process Research Paper

… HRM

Changing the Recruitment Process at McDonald's Using Kotters 8 Stage Model

Describe the organization in terms of industry, size, and history.

McDonald's is the world's largest fast food restaurant, operating in more than 34,000 restaurants across 118 countries (McDonalds,… [read more]


Whistleblowing Activity Research Paper

… Whistleblowing Activity and the Work Environment

Freedom of the Press

The Impact of Whistleblowing Activity on the Work Environment

The Impact of Whistleblowing Activity on the Work Environment

The world paid attention as disclosure after disclosure revealed that the National Security Agency had overstepped its congressional mandates and in some cases broke the law in this and other countries (Gelman, 2013). The whistleblower, Edward Snowden, fled U.S. territory and traveled the globe looking for a safe place to reside. Without having a source inside the NSA, one can only imagine the atmosphere of distrust and paranoia that descended upon the organization. This research report will examine whether public disclosures of sensitive information by whistleblowers have a negative impact on the work environment. Rather than take a position one way or the other, this essay will analyze the problem from multiple perspectives to arrive at a logical conclusion.

Body

Whistleblowing and whistleblowers have a troubled history in the United States, however, recognition of the need for whistleblowers dates back to the Civil War when President Lincoln ushered through the False Claims Act in 1863 to sanction the sale of fake gunpowder to the Union Army (Eaton & Akers, 2007). The False Claims Act still plays a significant role today in helping the government recoup losses due to unscrupulous suppliers and sub-contractors. In 1989 Congress passed the Whistleblower Protection Act and has since updated protections for federal employees in 1994 and 2007. In 2002, Congress passed the Sarbanes-Oxley Act that established strict protections for whistleblower employees of publicly-traded companies. The federal government, at least, has long recognized the need for whistleblowers and attempted to protect them from retaliation.

Eaton and Akers (2007) advise all organizations, whether government, private, public, or non-profit, should craft and implement a whistleblower policy. They cite a fraud examiners report that estimates $600 billion is lost annually to this crime and implementing a functional whistleblower policy reduces losses by 50%. In essence, Eaton and Akers argue that implementing a robust whistleblower policy is essential for good corporate governance. Schreiber and Marshall (2006) have the same view, but view the implementation of whistleblower policies as effective risk management. Their concern is not only the losses due to fraud, but also establishing the policies necessary to protect the company against litigation by whistleblowers who feel they were treated unfairly. One of the more revealing recommendations by Schreiber and Marshall is to document employee performance deficiencies in anticipation of possible whistleblower activity in the future. The potential negative impact of such a policy on employee moral would be easy to predict.

Despite the obvious negative outcome should a company decide to take steps to protect itself from litigious whistleblowers, the inertia in Congress and elsewhere seems to be strengthening fraud sanctions against organizations and whistleblower protections. In other words, as long as a risk for fraud exists there will be significant political support for strong whistleblower statutes and policies. Kaptein (2011) would argue, based on their research findings, that whistleblower activity… [read more]


Profit Sharing and Gain Essay

… Another key feature of gain sharing is that a percentage of employees share is put in end-year reserve account, which is paid to all the eligible participants at the end of every fiscal year. During deficit performance periods, the employees' share of the loss can be deducted from the yearly reserve account (Bar-Haim 51). This means that employees will see the impact for worse performance. This will reinforce long-term thinking. At the close of the plan year, the reserve will be negative as the company will have to absorb the loss and begin the next year plan at zero. The concept of reserve account helps further create a feeling of employee ownership and identity to the company.

Gain sharing is specific unlike profit sharing. The resulting gains and measures only target a specific facility and not aggregate across the organization. In addition, this concept is applied to increase the line-of-sight and controllability. Contrary to group incentives, gain sharing only measures across functions, units, and departments. This concept seeks to build communications and cooperation between departments contrary to building silos. (Bar-Haim 88). Another difference between gain sharing and profit sharing relates to the method of plan development and design. In big corporations, the plan could be developed and designed by compensation experts through approval by the executive committee comprising of board members.

Conclusion

Human resource managers may employ diverse methods to spur their employees. As the paper has revealed, gain sharing and profit sharing are the two widely used methods of financial motivation. In both methods, employees receive monetary bonuses from high results and quality work. Besides the above differences, the two methods can motivate different employees in a different manner.

Work Cited

Bar-Haim, Aviad. Participation Programs in Work Organizations: Past, Present, and Scenarios for the Future. Westport,…… [read more]


Dpscs Maryland Department of Public Case Study

… The PSETC security plan will have to include a plan for how to react to an emergency if one occurs on the campus. Such emergencies include natural weather events that could put the facilities and the occupants in risk as… [read more]


Organizational Theory Is Creativity Term Paper

… While there is something to be said for a highly regulated and structured systemization of task assignment and completion, today's technologically-advanced society is predicated on continual creativity. As the prevailing research on the subject has revealed, "being creative is intrinsically rewarding, but it also can be hard work & #8230; (so) creativity is enhanced when members of an organization feel that what they are working on is important" (George, Jones & Sharbrough, 2002). The process of developing a viable innovation, proposing this idea to one's superiors, and having the improvement implemented throughout the organization is supremely rewarding for nearly all employees, from educators to engineers. The benefits do not extend solely to the employee, however, as companies stand to gain a significant edge over competitors when concepts and processes are refined through internal means. The fact that "many organizations are relying on innovation labs with open spaces and comfortable surroundings to bring teams together to create new products and services" (George, Jones & Sharbrough, 2002) only serves to underscore the importance that generating and embracing novel ideas has in the modern intellectual marketplace. By encouraging every member of a company to contribute to organizational success, managers today have discovered a wealth of useful information regarding design and production, human resources, and marketing, because employees charged with performing everyday tasks tend to develop an innate understanding of their role and responsibilities. A creative workplace is one in which all employees actively contribute their ideas, and one where no idea is rejected out of hand.

References

George, J.M., Jones, G.R., & Sharbrough, W.C. (2002). Understanding and managing organizational behavior. Upper…… [read more]


Pay Grade Term Paper

… 2. To some, the impression of the sleazy, dishonest and categorically unethical used car salesman resonates strongly. Because financial gain is so closely associated with one's sales performance numbers, the field may appear to lend itself too readily to deceptive practices and the undermining of client interests. However, this behavior is not simply unethical. It is downright self-destructive for anybody who aspires to true long-term success in sales.

This is because the most important part of becoming an effective salesman is in establishing a healthy, positive and sustainable relationship with the customer in question. According to Bucaro (2004), being an effective salesman revolves around more than just 'making sales.' Bucaro advises that a truly good salesman will actually 'make customers.' Bucaro notes that without achieving trust by engaging in honest and consistent processes, one can't hope to achieve functional business relationships.

Bucaro indicates that "trust is the basic building block of any relationship. We don't buy from people/companies we don't trust! Why should your customers buy from you is they don't trust you? Experience has proven that more time you spend in building solid trust-based relationships with your customers, the more loyal they become and consequently the better your bottom line." (Bucaro, p. 1)

This denotes that behaving ethically in business should not be seen simply as a function of doing the right thing. It can also be framed as a way of achieving positive and lasting results in one's work. Perhaps the best way to encourage this practice-wide is to find ways of attaching financial compensation not just to sales performance but to ethical performance as well. Part of calcuclating sales bonuses might be correlated to one's performance on an ethical report card or according to the feedback received from one's client list on qualities like trustworthiness, reliability and consistency.

Works Cited:

Bucaro, F. (2004). Sales Ethics: Oxymoron or Opportunity.

Heathfield, S.M. (2010). How Does Pay Grade…… [read more]


Employee and Substance Abuse Research Paper

… Likely Result of Arbitration Assuming Employee Acknowledgement of Wrongdoing: The insurance adjuster's lengthy tenure at the company, relatively good work record and the nebulosity of the employee handbook concerning punishment would likely compel an arbiter to allow him to return to his job with a clear commitment to comply with formal company policy in the future (Arnesen & Weis, 2007).

Scenario No. 3: Employee engaging in sexual harassment

Type of Employer: Pizza restaurant (West Coast)

The History of the Worker at the Company: The employee in question is an 18-year-old freshman attending a local college and working part-time evenings in this pizza restaurant specializing in fast deliveries to the nearby college campus where she attends classes. She has been on the job for less than 3 weeks.

The Precipitating Incident: An assistant manager was observed groping the 18-year-old freshman in the back of the restaurant where he had followed her after sending her for supplies. The young woman responded by hitting the assistant manager in the side of the head with a large can of tomato sauce and running from the store shouting, "I'm calling the police and you'll hear from my lawyer!"

Why Incident was a Clear Violation of Employer Policy: The employee handbook for this pizza restaurant and the law of the land prohibit sexual harassment in the American workplace (Tyner & Clinton, 2010).

Likely Result of Arbitration Assuming Employee Acknowledgement of Wrongdoing: An arbiter might adopt a "wait-and-see" approach in case there was a civil suit filed by the young woman. In the alternative, given its seriousness, it is likely that this assistant manager would be terminated for this incident.

References

Arnesen, D.W. & Weis, W.L. (2007, July). Developing an effective company policy for employee Internet and email use. Journal of Organizational Culture, Communications

and Conflict, 11(2), 53-59.

Tyner, L.J. & Clinton, M.S. (2010, January). Sexual harassment in the workplace: Are human resource professionals victims? Journal of Organizational Culture, Communications and Conflict, 14(1), 33-39.

Whitforth, G.…… [read more]


Designing Jobs Article Critique

… Health issues at the workplace have become one of the most common issues under discussion when dealing with the productivity of the workforce, especially in the manufacturing sectors of the industries throughout the world. The working conditions in general are a subject of more and more attention largely because the effects of disregarding this issue have been seen in the industries. Naidu Munirathinam T. And G. Ramesh discuss the issue of health programs at the working place as one of the means through which employee productivity can increase. In their article, "Achieving Organizational Effectiveness through Health Management and Ergonomics" (2011), the two authors provide a rather comprehensive view on the way in which initiatives oriented towards improving working conditions through better health programs and a more ergonomic oriented approach can make a difference in the well being of the employee and, at the same time, can contribute to the overall productivity of the workforce.

The importance of heath management is nowadays self-obvious; yet some decades ago it was not seen as a necessity but rather as a benefit. More precisely, the advancement of the industrialization has determined an increase in the problems facing employees and thus the need to address these health problems. In this sense, "Rapid industrialization has created features in the society which created growing health problems for all. While this problem is common for every body, working employees have been exposed to poor health mainly due to environmental factors. Hence the occupational diseases have drawn more attention in recent times and aspect of quality of, work life started getting additional attention from employees and employees." (Munirathinam and Ramesh, 2011, p 28). In the view of the authors, heath management is important particularly to address these issues and to improve the working and health conditions of the workers. Therefore, they define heath management as being "the systematic process of making adequate provisions for the health of employees at work place and enables them to work more and to stay healthy in the organizations." (Munirathinam and Ramesh, 2011, p 28-9).

There are numerous sources of poor health in the working environment, ranging from improper physical working conditions, to exposure to chemical agents, toxic environments to psychological factors that include stress, anxiety, and exhaustion. Health maintenance programs that are more and more common are crucial to address such issues and are the more relevant in industries where these factors are visible on the performance of the employees. In this sense, health maintenance programs must ensure that they have a multi-dimensional approach. Thus, "Preventive health measures include periodical medical examinations, removal of health hazards to the extent possible, surveillance over employees exposed to special risks and education on health and hygiene. Curative measures are adopted when…… [read more]


Risk Management Sources of Work-Related Stress Essay

… Risk Management

Sources of work-related stress and their behavioral manifestation

Lack of training

Inadequate training of works and inappropriate skills in the work places is an aspect that may result to stress. This is a stressful aspect to workers because they provide substandard work and they fear their job security. When an employee lacks adequate training pertaining to his/her job description there are various misgivings that may result. The employees are unable to manage the time provided for the task assigned. In this respect, the outcome of their work is ineffective and this affects the overall productivity (Folk man, 2011). The organization may dismiss them or demote them. They see no value of working and they become reluctant in work, sometime showing up late without any reasons, wanting to sign out from work early among others. This problem can adversely affect the organization and management should find a permanent solution. The best approach that the organization should use is offering training to various employees in the organization (Bond & Dollard, 2010).

Both the employees and organization will benefit from the training offered and perhaps benefit from virtual training. This is the only way that the organization can deal with such a scenario. Adequate training will enhance the employee's morale and prepare them to tackle various challenges in the work and even when outside the organizational environment (Bond & Dollard, 2010).

Correct Ergonometric

Another source of work-related stress is ergonomics. An organization has duty of ensuring that employees obtain effective and quality equipments and tools that fit their job description. When employees use equipments and tools that are unfit for performing various tasks, they feel stressed out and become exhausted. Wrong equipments and tools lead to low quality work and employees may sustain injuries that may render them unproductive. Every employee enjoys using the right tools for the tasks prescribed (Bond & Dollard, 2010).

In avoiding such situations, it is good if the employer ensures that employees obtain the correct equipments for specified tasks. For instance, if it is a table, employers should provide it to employees with everything required (Bakker & Demerouti, 2007). The employees should not base their unproductive performance with wrong equipments and supplies provided by the organization. It is cost effective for the organization to obtain the necessary ergonometric than being liable for injuries sustained by the workers because of wrong ergonometric. The organization should comply with policies that safeguard the welfare of the employees. This cuts down both the long and short-term effects to the worker and organization (Bond & Dollard, 2010).

Voluminous workload

Another source of work-related stress is voluminous workload. In the process of recruitment and hiring, human resource should obtain enough personnel to work on specific tasks. Another thing to consider during the recruitment process is qualification and expertise of the employees. When the organization has adequate employees, it becomes effective to work on various projects with ease. Assigning tasks to employees based on their expertise and qualifications results to effective performance (Bond… [read more]


Coordinating and Heading the Dismissal Meeting Term Paper

… Coordinating and Heading the Dismissal Meeting

One of the inevitable consequences of the human resource management function is the periodic need to lay off workers as the result of downsizing, for cause, or for other reasons. A growing body of research confirms, though, that jobs mean more to most people than just a source of income, and when jobs are lost, people experience a wide range of negative emotions and reactions that can adversely affect their health or cause other undesirable responses including violent reactions. Clearly, laying people off requires a careful, step-by-step approach that takes these and other issues into account in order to facilitate the process and achieve an optimal outcome for everyone involved. To this end, this paper provides a review of the relevant literature to identify three ways managers can cope with the negative emotions that are associated with the separation experience and a step-by-step process for conducting the dismissal meeting. An evaluation of the compensation the company may provide the separated employee is followed by a proposed timeline for the disbursement of this compensation. Finally, an assessment of three ways this layoff may affect the company is followed by a summary of the research and important findings concerning these issues in the conclusion.

Review and Analysis

Three Ways a Manager Can Cope with any Negative Emotions and Employee Layoffs

For many people, jobs mean far more than just a paycheck. Indeed, jobs for many people mean security, status and identity, and when people are laid off for whatever reason, there is a concomitant loss of these important aspects of the human condition that invariably have negative consequences (Stewart & Brown, 2012). Moreover, the process of laying people off can have adverse effects on the surviving employees as well as their managers. In this regard, Lin (2012) emphasizes that, "It seems downsizing is a two-bladed sword, employees laid off along with managers laying others off feel distress" (p. 131). Therefore, formulating effective strategies for helping employees and managers deal with lay offs is a critical aspect of human resource management (Lin, 2012).

Three ways of coping with the negative emotions that are associated with employee layoffs include the following:

1. Compensating the laid-off employees with more generous severance packages (Lin, 2012);

2. Providing outplacement services to help laid off workers find new jobs (Stewart & Brown, 2012); and,

3. Providing psychological counseling to help laid off workers cope with their grief and anxiety over their job loss (Stewart & Brown, 2012).

Many authorities agree that helping terminated employees stay focused on their job search while avoiding the negative fallout that can result from being laid off can help layoff victims improve their chances of finding a new job while minimizing the anxiety and grief that are concomitants of the process (Lin, 2012).

Step-by-Step Process for Conducting the Dismissal Meeting

Although every dismissal meeting will be unique in some fashion, there are some negative reactions that can reasonably be expected in virtually any such meeting. An important… [read more]


President Inform Term Paper

… "

Buying an indelible ink machine is also, without a doubt, a no-brainer good idea for not only improving internal security but guarding the company from fraud outside the company. Since "washing" checks is a very common form of fraud/theft, an indelible ink machine would go a long way protecting the companies interests

Advise the President of what the company is doing wrong (they are definitely doing some things poorly). Please be sure to include the internal control principle that is being violated along with a recommendation for improvement.

To begin with, the principle concerning segregation of duties applies to the Treasurer serving as controller since they both purchase and pay for supplies ("an accountant should have neither physical custody of an asset nor access to it"). This is also covered under the segregation of related activities since "making one individual responsible for related activities increases the potential for errors and irregularities; companies should assign related purchasing activities to different individuals. Related purchasing activities include ordering merchandise, order approval, receiving goods, authorizing payment, and paying for goods or services. Various frauds are possible when one person handles related purchasing activities."

Similarly, allowing one person to receive checks and complete the monthly reconciliation is just asking for trouble since this is a violation of preferred reconciliation procedures; "To obtain maximum benefit from a bank reconciliation, an employee who has no other responsibilities related to cash should prepare the reconciliation. When companies do not follow the internal control principle of independent internal verification in preparing the reconciliation, cash embezzlements may escape unnoticed."

With regards to firing employees with a criminal record, this could have been alleviated with the proper human resources controls; a thorough background check could have prevented that from being an issue in the first place. Assigning individual user accounts with separate User Id's and passwords linked to an employee profile would have gone a long way towards isolating errant behavior.

Allowing easy unmonitored access to the petty cash fund is an open invitation to theft. Mandating more supervisory oversight would certainly be in order to prevent unwarranted use of cash funds. ("Cash is the one asset that is readily convertible into any other type of asset. It also is easily concealed and transported, and is highly desired. Because of these characteristics, cash is the asset most susceptible to fraudulent…… [read more]


Managing Workplace Stress Essay

… Managing Workplace Stress

Workplace stress is the intense tension that employees encounter at their workplaces when they receive extraordinary psychological or physical demands from their assigned task or their bosses. Most often, the employees adjust with different responses to this workplace stress depending with their personalities, to reduce the stress. When the stress escalates, the employees cannot continue normally with their work. They will always be affected unless they learn how to manage it. Some employees have lost their jobs in the past courtesy of the workplace stress. Their employers have mercilessly sucked employees, who were apparently under workplace stress, for their underperformance. Unfortunately, most employers do not care to research the causes of the underperformance of a given employee, when making the decision of layoff of nonperforming employees (Anderson, & Pulich, 2001, p.3).

Stress usually affects how people communicate depending on the stress encountered. Positive stress, which is experienced rarely at the workplace but its presence cannot be overruled completely, affects communication positively. A person under positive stress may tend to be happy and communicate well with other employees and the employer. However, negative stress, which is common at the workplace, will always affect communication negatively. An employee experiencing negative stress will tend to be unskillful, insensitive, and abrasive in their mode of communication. Consequently, distant, uncaring, and distrust starts developing between the relationships of the stressed person with the rest of his colleagues. Therefore, defective, incorrect information and restricted communication results from such a relationship. In this paper, the word "stress" will be acquired to refer to the negative stress experienced at the workplace since it is the most common and devastating in its effects (Bedeian, 1997, p.53).

There is an urgent need to manage workplace stress following is consequential terrible effects, which often works against an affected employee. Various possible ways can be employed to help manage the workplace stress. However, for effectiveness, these ways need joint efforts and collaboration between the affected employees and employers. Most workplace stress results from the job demands, role demands, and group demands at the work place. For instance, an employee will be stressed by work overload, change in systems of work, working with uncooperative colleagues, and demanding key roles in the organization (Wall & Callister, 1995, p.520).

Therefore, an employee must share genuine concerns about the working environment with the employer for the human resource manager to institute measures of managing the stress. The employer or human resource manager ought to listen keenly to the employee and assure him that the various concerns will be looked into and handled appropriately. After that, the employer should set up an audit of the work systems, inspecting the various mentioned causes of stress and other potential causes that have not yet manifested themselves. The audit results must be discussed in…… [read more]


Cutting Costs at Ventacare Exercise Reaction Paper

… Cutting Costs at VentaCare Exercise

What are the discretionary benefits provided by VentaCare? What are the legally required benefits required by VentaCare?

In this scenario, VentaCare is currently offering a very generous benefits package to its employees, including federally mandated benefits that all employers must offer, and discretionary benefits that VentaCare elects to include as an incentive to attract the most qualified staff. Legally required benefits include programs like Medicare, Social Security, and Workman's Compensation, which employers of every size must provide to their employees. Due to the fact that VentaCare employs more than 50 permanent staff members, in this case a total of 250, federal law also requires the company to provide unpaid family vacation time and medical leave benefits, pursuant to the Family and Medical Leave Act (FMLA) of 1993. While the granting of vacation, holiday, and sick days is mandatory, VentaCare goes above and beyond the letter of the law by paying employees during these designated leave days.

Aside from these requirements, VentaCare also provides an array of discretionary benefits to entice the most experienced applicants to work for the company. Among the many discretionary benefits provided by VentaCare are its short-term and long-term disability insurance and life insurance for which the company pays the full premium, the provision of a tuition reimbursement for employees seeking to improve their education, its monthly health and wellness lunches, and its full-service Employee Assistance Program.

2.) How should Allison approach evaluating VentaCare's benefit program?…… [read more]


Lofty Lawn What Is Sarah Essay

… ).

TLC us allowed to give this drug test, although various incidents in the U.S. (and in other countries) have shown workers' dislike to being accorded this test. To give the test more often, may be grounds for concern.

3. Theft of Time on the Internet

The internet is a staple of the modern office. Some companies are concerned that the Internet (and its e-mail application) leads to increased theft of time in the workplace. But, others argue that the Internet promotes efficiency of information.

a. What are your thoughts on this?

b. What are the parameters and the potential implications for failure to adhere to those parameters?

If the Internet is used for promoting the work and accomplishing assignments then, even if worker detours somewhat, the 'pilfering' of time for Internet is not theft of workplace hours. Ultimately, it all depends on how much time, the worker 'steals' for the Internet for matters that are not related to workplace need. If the worker spends, let's say, more than 1% of his time in browsing the internet for workplace unrelated matters, the worker may well be accused of theft.

The internet may be useful, and, indeed, necessary for the workplace. For some workplace environments (such as journalism) it is the raison deter of their job. However, if too much time is taken up in unrelated matters, such as in games, sending personal e-mails, browsing pornography, news or casual interests, the management may legitimately fire the worker on grounds of theft.

Cyberslackign, in fact, is a growing concern of organizations with estimates of U.S. productivity losses due to cyberslacking ranging as high as $178 billion annually. There are also financial losses due to reduced worker productivity, as well as relaxed and more vulnerable network security, strain in the organizational bandwidth, and the possibility that employers are more vulnerable to lawsuits due to employees not doing their work (or doing it improperly) and due to the theme of sites that they may browse (such as sexual) or issues that they may do with these sites (Vitek, J. (2011). For all these reasons and more, cyber slacking is certainly theft. It depends, however, on the proportion of time that is allotted to this theft and of manner of the sites browsed

Sources

NEGLIGENT HIRING (4/07) http://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=8&ved=0CGsQFjAH&url=http%3A%2F%2Fwww.judiciary.state.nj.us%2Fcivil%2Fcharges%2F5.76.doc&ei=W9U9UYjtFaTx2QWFu4DgCQ&usg=AFQjCNEBBj0GIaRqNwueeAC1eXXjKdevOg&sig2=Y_Y5IiPfEghisB8c9absIw&bvm=bv.43287494,d.b2I

Global Drug Policy. Employee Drug Testing Study. http://www.globaldrugpolicy.org/Issues/Vol%205%20Issue%204/Basic-11-22Efficacy%20Study%20Publication%20Final.pdf

Vitek, J. (2011) Personal Internet Use at Work: Understanding Cyberslacking Computers in Human Behavior http://www.academia.edu/507880/Personal_Internet_use_at_work_Understanding_cyberslacking… [read more]


Conflict Coaching Practices Essay

… Job rotation is often used as a conflict management coaching technique by the middle level managers to resolve disputes among their subordinates (Costello, Clarke, Gravely, D'Agostino-Rose, & Puopolo, 2011).

ii. Job Enrichment:

Unlike job rotation, job enrichment entails the assignment… [read more]


Staffing Plan (Company) Term Paper

… • Not be entirely focused on particular agency rules and regulations as candidate is typically not completely aware of such technicalities.

• Do not restrict him or herself to answer is yes or no, hence, should be open ended.

• Certainly not be neither easily predictable nor conveying the expected response .

• Aim to highlight and explore the applicant's experiences in previous and current positions.

• Help interviewers unearth the applicant's particular work behaviours and preferences.

• Focus mainly on the applicant's prior knowledge and professional skills.

• Assist the applicant in recalling and describing certain events that help give an opportunity to correctly determine whether the applicant has the required competency based on previous behaviour in random situations.

• Seek the management style of the candidate, plus particular preferences regarding the management style expected from the supervising manager.

• Be focused on both the past, as well as future aims and goals of the applicant.

• Provide the applicant with the opportunity to explain the strengths and analyse all potential areas that could be developed and the preferable required approaches for professional development (Stephanie, 2000).

Reference checks, either in writing or on the phone, should be carried out by the Human Resource Department. References prove to be immensely useful as check on stated prior employment, salary and duration. Acquiring true information that certifies employment should be the initial point for a reference check (The Performance Institute, 2003).

Depending upon the scores generated from the 2nd interview as well as the information gathered through reference checks, the hiring team should recommend the final applicant for hiring (The Performance Institute, 2003).

A compiled memorandum duly signed by hiring manager is presented with the consent of the hiring team regarding the worthiness of a particular candidate with the process of hiring. The resume, reference check, and application of candidate are attached with the memorandum along with mentioning of that either the candidate was external or internal. Moreover, the action report of the Civil Right Officer, rating sheets of interviews and all copies of resume received must be included in the package and it is compulsory that Civil Rights Officer must revise and approve the package (The Performance Institute, 2003).

The professionals of HIM acquire the contracts for record copying and storage, transcription, consulting services, other outsourcing or coding. The organization of healthcare entered in the written contracts on daily bases. The basic purpose of contracts is to prevent conflict and confusion but at same time bind the careless signer to such conditions which are hard and difficult to meet. Main purpose of this task is to give HIM professionals sufficient power for drafting, securing and reviewing the contracts that are sound and discerning (The Performance Institute, 2003).

Legal and Regulatory Requirements

A contract can be defined as a legal binding and enforceable commitments or group of commitments among two or more than two parties. Following are the major points of the contract being offered to the new applicants, consideration of these… [read more]


Employer Liability for Sexual Harassment Research Paper

… He had the ability to reassign team members because if he was displeased, he would assign them undesirable tasks, which also helps to show the hostility in the work environment.

As a juror on this case, it would be appropriate to decide that Clarence was a supervisor because of the authority he had been given from the company. By having the ability to assign, reassign, and demote employees as well as monitor them, he was determined to be in a supervisory position by law. It would also be appropriate to decide there was sexual harassment because it was continual, and Ms. Darcy felt uncomfortable, or she would not have tried talking to Clarence's supervisors in efforts to get the harassment stopped. It would also be appropriate to decide that Clarence created a hostile work environment because he had followed her up and down the line making lewd comments and trying to touch her with his body. The comments about her turning him on are also facts that constitute the sexual harassment and hostile work environment. It was also obvious the acts had taken place with the reprimand and two-week leave without pay the company gave him after Ms. Darcy had reported the situation to human resources.… [read more]


Benefits of Implementing a Corporate Wellness Program Business Proposal

… ¶ … Corporate Wellness Program

Benefits of Implementing a Corporate Wellness Program

With more Americans typically working longer than normal hours, encouraging them to foster a healthy work life is becoming increasingly important. Employees who are unhealthy usually experience work… [read more]


Employee Benefits Essay

… Similarly, Zappos uses benefits such as bonuses, free meals, on-site fitness centers, nap rooms, monthly employee outings, merchandise discounts, pet insurance, and paid volunteer time off to promote the health and happiness of their workers. Such benefits create a positive work culture and help to ensure that all of the basic life needs of employees are addressed. These are all successful motivators for employees to cherish their tenure in these companies and feel that they are a valued part of the work team.

Do you believe the incentive benefits such as those offered at Genentech and Zappos can be used in other organizations? Why or why not?

The approach to employee benefits and incentives can, and should, be replicated in other organizations. Most employees spend more time at work than at home with their families. This means that companies are wise to carry out the necessary research and planning to think outside of the basic HR box when it comes to benefits. By embracing the basic needs of the vast majority of people -- enjoyable and rewarding work, adequate pay, positive feedback, inclusive and fair working environments, outlets for fun and socializing, additional time with family, and opportunities for growth and development -- companies demonstrate their commitment to supporting their work teams and their appreciation for all that they do.

In addition, companies should explore more creative and attractive benefits packages because it makes economic sense. Reductions in employee turnover and greater employee output, help to outweigh any associated organizational costs that benefits might incur. In addition, for those employers who pay below-market salaries, great benefit packages can often help curtail objections employees may have to making less money.… [read more]


Performance Appraisals Describe Two Different Essay

… We have evaluation from (a) employees themselves (b) manager (c) customers. This provides different facets of the situation and can support existence of weak performance if there is one. The employees may have one perspective of a certain employee's performance. This may also be (from at least one worker) biased, but employer's evaluation can make up for this. If either of these two are biased or lacking data, customers fill in the missing gap. It needs an objective evaluator, however, to review the accumulated data in order to formulate conclusions.

Pay Systems

Is it important for companies to have a structured, formalized pay system as opposed to a subjective method of supervisors determining individual pay increases? Why or why not?

I think it is important for companies to have a structured, formalized pay system for the following reasons:

1. It would prevent conflict in company from those who suspect that manager may be distorting pay system to reflect his own bias

2. It would help manager impose a set standard of recompense for certain jobs and hours without unintentionally making the error of fluctuating them which would, in turn, create instability and potential conflict in workplace

3. It would better attract employees to workplace since they have an idea of working rewards.

4. It would increase motivation of workers since they have an idea of how much to expect for salary increase

5. The manager can more3 effectively control overall base salary costs by providing a cap on the range paid for particular jobs or locations.

References

Dransfield, R (2000) Human Resource Management, Heinemann Ed.:USA…… [read more]


JVA Corporation Has a Presence Term Paper

… All in all, the company would focus on preserving its financial and operational stability and would prioritize this over the provision of employee compensation. Such a decision is likely to generate financial sustainability within the future, yet it can also generate a series of disadvantages, such as employee dissatisfaction and low employee morale and performance. Throughout the following lines, the various dimensions of the proposed strategy are assessed:

The nature of the proposed change is a temporary one, being expected to last for one or two years, until the economic environment renters a growth cycle of business.

The measure should be applied to both the employees in the United States, as well as the staffs in the company's international facilities; this will ensure unity and an integrated approach by the firm.

The loses of the employees will mostly be financial ones, felt at the level of the 35 per cent staff members currently eligible for additional compensation.

By implementing this proposed strategy, the company will come to save the entire 8 per cent it already spends on additional compensation, rather than the 3 per cent hoped for.

The impacts of this proposition onto the JVA Corporation will have a dual nature, materializing in both opportunities as well as challenges. At the level of the positive impacts, these will mostly include financial security and stability within the future. In terms of the negative impacts, these will mostly revolve around employee dissatisfactions, which could translate into the loss of staff members, higher employee turnover rates or even lower levels of operational productivity.

The impacts of the strategy upon the employees will materialize in the partial loss of compensation (for the 35 per cent of the staff), which will eventually lead to low morale and motivation. Some of the staffs will be driven to search for better employment opportunities, yet it is unlikely for a significant number of staffs to find new jobs and leave the firm. The employee impacts will as such be felt at the personal level.

In terms of the community, the strategy is not expected to generate major changes, but preserve the employment of the people and the reliability of the company as a tax payer.

Overall, the JVA Corporation should implement an unpopular measure, which would be likely to raise employee dissatisfaction, but which is more sustainable within the long-term, as…… [read more]


Job Analysis Essay

… It creates a campus-like atmosphere in which food and fitness classes are free and employees can obtain everything from dry-cleaning to fitness classes on-premises. There is a sneaky, ulterior motivation to creating this type of environment, however: employees are encouraged to enjoy team bonding so much, that they never feel a need to spend much time at home. Work becomes like play and play becomes like work. By recruiting people who love to work and offering them an environment that feeds their creativity and enjoyment of work, Google ensures that it can attract and retain people that will enable the company to remain on the cutting edge of all of its endeavors (Work at Google, 2012, Google).

Q2. One philosophy at Google and other successful companies that underlines its recruitment is the need to recruit based upon psychological 'type' rather than purely based on skills and qualification. "Instead of focusing heavily on academic achievements and previous job titles and experience, Google is seeking out employees who contain certain personality or behavioural characteristics that are favourable to success in an open job position," rationalizing that it can train people to learn new skills more easily than it can alter employees' ingrained characters (Chanesman 2009).

Google is also known for its famously stringent recruitment and selection efforts. The interview process is lengthy, and demands creative thought from the applicants. Recruiting is considered one of the primary tasks of the enterprise itself, along with generating its creative product because talented, creative employees are the source of Google's profitability. "Recruiting and the need for it permeates the entire organization. Not just the recruiting function or the HR organization, but the entire company -- from the key leaders on down to the entry-level employees" (Sullivan 2005).

References

Chanesman, Nathan. (2010). Recruiting Extra. Retrieved:

http://sites.thomsonreuters.com.au/recruitment-extra/2010/09/14/the-google-approach-to-employee-selection/

Sullivan, John. (2005). A case study of Google recruiting. ERE net. Retrieved:

http://www.ere.net/2005/12/05/a-case-study-of-google-recruiting/

Work at Google. (2012). Google. Retrieved:

http://research.google.com/workatgoogle.html… [read more]


Organizational Citizenship as it Relates to Job Performance Research Paper

… Organization Citizenship as it Relates to Job Performance

Organizational Citizenship as it Relates to Job Performance

Organization citizenship refers to the extent in which a person's deliberate support and behavior put in to the welfare of an organization. The aspect… [read more]


Jobs, Employees, and Performance Questionnaire

… players? And so forth.

5. Do you see an alignment with HR and the law? Does HR need to be in compliance with the laws and regulations?

HR certainly needs to be in compliance with the law. It needs to ensure that there is no discrimination in hiring people or in their compensation. It needs to ensure that there is no gender or racist discrimination as well as that based on personal physical characteristics. It also needs to ensure that safety of the environment is in accordance with law, that employer is not showing favoritism and that no legal hindrance, such as may occur in workplace romance, detracts or disturbs worker. Firing of worker should also be done only for good reasons and in legal way. In this, and in many other ways, the HR seeks to ensure that he manager (workplace) keeps the law in its conduct with employees.

6. How can you use self-managed teams and decentralization as basic elements of organizational design?

1. In the same way as Harley Davidson does. Teamwork is emphasized at all levels to ensure smooth flow-down of communication and constant learning. HD operates on a straight line of communication where employer and employees exist on the same level, rather than in the classical hierarchical pyramid. Departments are therefore replaced with empowered teams rather than managers on top leading each. Emphasis is put on learning and on shared communication between the executives and workers with the executives. -- Line workers and employees in general are given as much autonomy as possible in making and carrying out decisions. This is because they are the ones in charge of doing the work; therefore, they presumably would know how to best implement it.

Thirdly, too - employees who measure and evaluate products are also involved in creating them as part of the manufacturing process. This not only creates a greater identity for the product (on the part of the worker), but also makes for enhanced task efficiency. I think this is a great idea to employ…… [read more]


Pension Program Article Review

… Pension Program

The global society is becoming more and more concerned with its future and this is due to numerous uncertainties, one of the more important of these problems being represented by retirement uncertainties. In this context, it is important to note the aging of the largest generation of workers. Not only in the United States, but across the entire globe, the new generations are fewer in numbers and the aging staffs find it insecure to retire.

The pension programs implemented by the employers as such become crucial tools in attracting and retaining employees, as they provide some safety regarding the future of the individuals. Such an approach is taken by Janet McFarland in her 2012 article in the Globe and Mail.

Article summary

McFarland virtually summarizes her standpoint from the very beginning of the article, placing her main point-of-view in the title of the work: "Pension plans play growing role in attracting, retaining workers." This statement is not only the personal perception of the author, but it is supported by a rather extensive study conducted onto 1,500 employees in various Canadian firms.

Traditionally, the focus on pension plans, especially among the younger category of employees, was a restricted one; today however, as the economic times are changing and the economy becomes less stable, workers are beginning to worry more about their future financial stability. In such a context then, current and prospective employees pay more attention to pension plans offered by the employers; subsequently, the pension plans become tools by which companies can attract and retain employees.

Some of the more notable findings of the survey are revealed throughout the following lines:

50 per cent of the workers with a traditional defined benefit plan (through which they receive a guaranteed level of retirement income) stated that the pension plan provided by their current employer constituted the primary reason as to why they took the respective job.

Only 30 per cent of the employees on a defined contribution plan stated that the pension program represented the main reason for employment. These plans are becoming more and more popular within the private sector and, unlike the defined benefit plans, they do not guarantee a specific sum; the final sum to be received at retirement depends on the performances of the portfolio of investments administered by the retirement program. This feature indicates that the workers seek stability in the future.

The employees on the defined pension plans (62 to 71 per cent of them) stated that the pension plans were the primary reasons as to why the keep their current jobs. With the defined contribution pension plans, only 30 up to 50 per cent of the employees stated that the retirement program was an important reason in preserving their current employment.

One third of the surveyed workers would renounce part of their income in order to guarantee higher retirement revenues. Also, 25 per cent of the Canadian employees would renounce a premium or bonus in exchange for more retirement funds and better… [read more]


Wde Ron Pov -- Disparate Term Paper

… WDE Case Study

Ron POV -- Disparate Treatment Claim

Claim -- Ron Whyme, 53, is an experienced Regional Center Manager for WDE Insurance Company. His previous appraisal ratings were well above average, and there is no evidence in his file that his performance has declined in recent months. When WDE Insurance decided to reorganize its corporate claims function, it eliminated the regional offices, the RCM position, and established field offices throughout the country. As well, there will be five new Corporate Claims Specialists, redesigned and upgraded in expertise and pay grade. Human Resources was not involved, and the decision was made by the Senior Vice-President of Corporate Claims and 2 other upper managers, the Manager of Corporate Claims Life and the Manager of Corporate Claims Homeowners/Residential.

Law -Disparate treatment is part of the Title VII of the United States Civil Rights Act. Essentially, it prohibits employers from treating applications or employees differently because of their membership in a protected class. This sort of violation is indicated when an individual or group of a protected class is treated less favorably than others within similar situations. Legally, discriminatory intent may be shown through direct or circumstantial evidence.

Analysis -- WDE is in violation of Title VII of the Civil Rights Act based on the following:

1. At no time was there an appropriate or formal job description or procedure explaining qualifications, experience, or acumen for the new position.

2. Decisions made for the position were clearly arbitrary; direct supervisors of the RCMs were not consulted, but three upper managers developed a "list" from which they pulled names.

3. No other personnel files were looked at for the position, other than the names verbally agreed upon from the three upper managers.

4. While there was no direct implication of age bias in the procedure, circumstantial evidence shows that no one over 40 was even considered for the new positions, even though the current RCMs had more seniority and experience than those selected.

5. According to Title VII, the plaintiff must only prove that there was comparative evidence and that membership in a protected class, in this case age, as being at least…… [read more]

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