...Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors Unequal-Equal Supervisors...
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...Questions 1. How have the inaccurate performance ratings created more problems? The inaccurate performance rating created an ethical dilemma for Hubert Johnson. Rating both employees the same even though one is more capable can lead him to making the wrong decision when retaining one supervisor for the job. This in turn can cause adverse consequences for the company. For instance, it’s quite clear that Neil will be the appropriate choice to help lead the company reach its goals. But since the company requires the person with most seniority receives priority, Hubert should retain Harriet, not Neil. The company at this point needs efficient leader like Neil to help gain sales back, but due to Hubert’s inaccurate decision regarding performance rating he might have to keep Harriet which might affect the productivity levels of the organization. 2. What HR and legal issues could be raised in this case? The documentation raises questions about the fairness of the evaluation system. As noted in the text, if any part of the appraisal process fails, better-performing employees may not receive larger pay increases, and the result in perceived inequity in compensation. Accurate evaluations can provide justification for actions such as, termination or demotion should they be necessary. Either employee can file a lawsuit against the company. 3. What course of action would you recommend that Hubert take? Explain your rationale for taking this action. I would definitely recommend...
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...Case 7 (Training and Performance) Unequal-Equal Supervisors Hubert Johnson is a department head. He has been with the company for 30 years and knows his way around quite well. He has two employees, Harriet Green and Neil White. Harriet has been with the company for 15 years and Neil has been with the company for six years. Harriet has always been cooperative, loyal, dependable, but not an especially good supervisor. Recently Hubert has noticed that Harriet has begun to “slip” in the performance of some of her duties. Neil, on the other hand is a very ambitious, energetic, and dependable supervisor who grasps problems quickly and easily. Hubert has to complete performance appraisals on both individuals annually. Ten months ago he did his appraising with a great deal of displeasure because he hated to face the unpleasantness of a negative performance appraisal review. As a result, he rated both the employees about the same. When a discussion about the ratings was conducted, both supervisors appeared to be satisfied with the rating they had received. Six months ago business began to fall off and a reduction in force was put into effect. This week, after a number of other people were laid off or demoted, it became necessary to move either Harriet Green or Neil White from the position of a supervisor to that of a worker until sales picked up. Hubert wants to keep Neil on the supervisor job, but on the basis of the appraisals there is no difference between the two. In the past when...
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...Legal Issues of Performance Management Legal issues associated with a performance management system can vary, but as Herman Aguinis states “performance management systems that are fair and acceptable to the employees are also legally sound” (Aguinis, 2013). The following paper will review some of the most common mistakes found in performance management systems that allow for legal implications to take place. The primary focus will be directed towards procedural standardization and implementing them equally with all employees. The secondary focus will examine how improper documentation leads to legal implications because of a lack of showing reason for decisions of no pay raise or even termination of employment. Procedural Standardization Setting up a performance management system has many aspects, but one of the areas it could be detrimental for an organization is how they standardize procedures for all employees to follow when describing another employee within reviews. In this manner there cannot be what is referred to as a double standard. Double standards are defined by Dictionary.com as “any code or set of principles containing different provisions for one group of people than for another” (Dictionary.com, 2015). A great example of procedural standardization is best found in an article written by Kathleen Davis for the Fast Company website. Within Kathleen’s article she describes how words appear on men and women’s reviews and the manner of which they appear to present...
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...Special Needs Accommodations in the Workplace HRM -315 Phase 1 Task 2 Discussion Board Abstract Although, it has only been two short months since I joined the Human Resource Team at National Lewis and Clark Corporation (NL&C) I have faced many challenges. As a Director of Human Resource Department (HRD) a few of my many roles is to assist the current employees and serve as a liaison between worker and department head. Yet most importantly, NL&C hired me to examine current HRD diversity development and redesign diversity strategy plans where needed to ensure alignment with the Equal Employment Opportunity Commission (EEOC) and American with Disabilities Act of 1990 (ADA) rules and regulations are in compliance within the organization. (CTUonline , 2010) Diversity Constraints NL&C has several disabled employees of which I arranged meeting with them individually. Over the course of the meeting, I uncovered that many of the disabled workers felt treated unfairly due to their physical in capabilities. Although, I did not have all the facts to address their claims I reassured them that the human resource department would work diligently to get to the matter. None-the-less, I have to admit that this present situation is very new to me; therefore, I had to research the topic further to explore the positive benchmarking techniques and discussions that have rendered affirmative results from other companies and their employees. Case Study (not sure what...
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...251 F.3d 1210 (8th Cir. 2001) MARILYN SIMMONS, PLAINTIFF-APPELLANT, v. NEW PUBLIC SCHOOL DISTRICT NO. EIGHT, DEFENDANT-APPELLEE. No. 00-2623 UNITED STATES COURT OF APPEALS FOR THE EIGHTH CIRCUIT Submitted: March 16, 2001 Filed: May 30, 2001 Appeal from the United States District Court for the District of North Dakota.[Copyrighted Material Omitted][Copyrighted Material Omitted] Before Murphy, Lay, and Bye, Circuit Judges. Lay, Circuit Judge 1 Marilyn Simmons worked as an administrator for the New Public School District No. Eight (the District). She brought suit against the District alleging gender discrimination for (1) unequal pay, and (2) the non-renewal of her contract. The district court granted summary judgment to the District based upon res judicata and a lack of evidence supporting her claim. We reverse the district court's judgment and remand the case for further proceedings. I. Background 2 Simmons worked as an administrator for the District from 1991 to 1996. On April 20, 1996, after a lengthy hearing, the District voted not to renew her contract for the next school year. Simmons sued the District in state court alleging various claims, including violations of her North Dakota statutory rights as an educator. The state trial court rejected her claims. On appeal, the North Dakota State Supreme Court reversed. See Simmons v. New Public School Dist. No. Eight, 574 N.W.2d 561 (N.D. 1998). On remand, the parties stipulated to an agreement to settle the claims...
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... JEP site: St. Raphael School Supervisor: Ms. Jordan Course: BUAD 285a Date: 09/25/2015 Essay #1: Prelection I have been interested in education for many years, even though I am still a student. I saw many documentaries of education for the last two years, but it was when came to America that I could have a first-hand experience of how education shapes a nation. American higher education encourages people to be creative, enthusiastic and independent, so America becomes the most innovative country in the world. On the other hand, China, the country where I come from, forces people to be productive, diligent but obedient to the authority, making it the world’s biggest factory. While education can affect the development of a society, a society could also determine the development of the education. In a relatively equal society, education could be the guarantee of its upward mobility. But in a class-polarized society, education becomes a catalyst for its further polarization. This is why I want to join the JEP program. According to what I know, University Park neighborhood is constantly exposed to street violence and crimes. The prevalence of poverty is the symbol of wealth disparity of Los Angeles. So as a service-learning student, I will be able to find out the direct impact of the community situations on the education. In this unequal context, how will the attitude...
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...attaining the ends of justice. In this respect the modern democratic state has to adopt objective standards to protect the human rights of its citizens. Equality is one among those cardinal human rights by which the State is mandated to treat the equals equally and unequal unequally when it distributes its own benefits to the people. But who are equals and who are unequal is a thorny issue, for the limited resources are much valuable and required by the various group of people and they have to be distributed justly and fairly. In the Indian constitutional scheme, it had been envisaged by the framers that there should be equality of opportunity is for all citizens in public employments and such equality of opportunity a fundamental right of the citizens’.At the same time, the need for some beneficial treatment to the weaker sections of the society was also enshrined with that right. What is the basis of distribution of societal resources to certain sections? The thrust of this Chapter goes with the following enquiry. Is there any jurisprudential foundation for protective discrimination? If so what is it? This aspect is assessed from the angle of different theories of justice viz., social justice, distributive justice, equality and equal opportunity and social engineering theory. The responses of Indian courts in this regard are also examined. Justice : Meaning and Content The concept of justice is even older than that of law. The maxim, fiat justicia ruat co'elum, i.e...
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...5/18/11 Final Paper: Gender Discrimination in HR Gender discrimination has been an issue for many years in our society. Gender, is referred to “the personal traits and social positions that members of a society attach to being female or male” (Macionis, 2008). Throughout history and till this day, there has been unequal distribution of power, wealth, and privilege among men and women especially in the work place. A functionalist might say that there is a function for the gender differentiation. There are jobs that need to be done, where some are more suitable for men than women and vice versa. On the contrary, a conflict theorist would reply that women have low status because they have been exploited by powerful men for the work they do and the children they provide. The difference between male and female is socially created and defined by numerous types of cultures. In our society, males are sought to be as the provider of the household who work to support their family, maintain control, they’re “active,” and “competitive.” Therefore, men are encouraged to hold leadership positions and play sports. Whereas women are the caretakers of the children and family, they do the housework, they’re more “submissive,” “passive” and “emotional.” In turn they’re expected to stay home, be supportive helpers, and be quick to show their feelings, as stated in the textbook. According to Martha C. Nussbaum, in her book, Women and Human Development, she states that women “are treated as mere...
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...in 50 countries. Nonetheless, all of the research was conducted in a single firm—IBM. As such, the result should be interpreted with caution. The five cultural dimensions are as follows: 1. Power Distance Index The extend to which the less powerful members of organization and institution (like the family) accept and expect that power is distributed unequally. This represents inequality (more versus less), but defined from below, not from the above. It is suggest that a society’s level on inequality is endorsed by the followers as much as by the leaders. Power and inequality, of course, are extremely fundamental facts on any society and anybody with some international experience will be aware that ‘all societies are unequal, but some are more unequal than others. 2. Individualism The one side versus its opposite, collectism, that is the degree to which individuals are integrated into groups. On the individualist side we find societies in which the ties between individuals are loose: everyone expected to look after him/ herself and his/ her immediate family. On the collectivist side, we find societies in which people from birth onwards are integrated into strong, cohesive in- groups, often extended families (with uncles, aunts and grandparents) which continue protecting them in exchange for unquestioning royalty. The word ‘collectism’ in this sense has no political meaning: it refers to the group,...
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...made rude comments. Women then became angry at the men and thoughts and comments were brought up about men. Stereotypical views regarding gender can cause supervisors to engage in the illegal practice of passing a person over for promotion due to gender. My opinion on gender bias is when men or women treat each other unfairly as if they are talking about them in a negative way. Research shows that men in a workplace show gender bias more than women. It has been said in the past that men used to be paid more than women. Women were hired back in the day because they were considered less paying workers. Gender bias should not even exist. People should have enough self worth to not do that to someone else. Gender bias in a classroom can happen unexpected. Like for instance when a teacher mostly calls on just boys or girls. Some teachers call on boys because they are more talkative and loud. Where they call on girls because they seem to pay attention or because they are quiet and learning. Females commonly receive less attention from teachers and the attention that female students do receive is often more negative than attention received by boys. Where just not in class girls are treated different than boys in other things too. The socialization of gender within our schools assures that girls are made aware that they are unequal to boys. Girls in lots of different aspects are treated like they can’t do something as well as a boy can do. For instance,...
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...Power Distance and Leadership Hofstede (1997) defines power distance as “the extent to which less powerful members of institutions and organizations within a country expect and accept that power is distributed unequally” (p. 28). Hofstede believes that power distance is learned early in families. In high power distance cultures, children are expected to be obedient toward parents versus being treated more or less as equals. In high power distance cultures, people are expected to display respect for those of higher status. Power distance also refers to the extent to which power, prestige, and wealth are distributed within a culture. Cultures with high power distance have power and influence concentrated in the hands of a few rather than distributed throughout the population. These countries tend to be more authoritarian and may communicate in a way to limit interaction and reinforce the differences between people. In the high power distance workplace, superiors and subordinates consider each other existentially unequal. Power is centralized, and there is a wide salary gap between the top and bottom of the organization. In cultures high in power distance, for example, corporate presidents’ offices are more likely to be luxurious, with controlled access. Company bosses are “kings” and employees “loyal subjects” who don’t speak out. In the low power distance workplace, subordinates expect to be consulted, and ideal bosses are democratic. In more democratic organizations, leaders...
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...Chapter 01 Student: ___________________________________________________________________________ 1. What is the common characteristic of Aristotle's virtues and ethical standards for CPAs? A. Truthfulness B. Integrity C. Loyalty D. Due care Jane finds a material misstatement while auditing a client's accounts receivables. Her senior tells her to ignore the misstatement so that the client does not get upset. Jane wants to be viewed as a team player in order to advance in the firm. So Jane follows her senior's instructions and ignores the misstatement. Which ethical theory did Jane use to make her decision? A. Egoism B. Justice C. Virtue ethics D. Utilitarianism Which of the following situations would be considered ethical? A. The cashier at Wal-Mart gives you $5 more than you were supposed to receive and you don't do anything about it B. You accidentally back into a car at Wal-Mart and leave your information for them to call C. Receiving fake $20 bills and using them in a store while knowing they are fake D. Finding a phone in a restaurant and keeping it Each of the following characteristics describes the importance of integrity in decision making except for: A. Acting out of moral principle B. Being loyal to one's superior C. Having the courage to do the right thing D. Not subordinating professional judgment to others Each of the following describes the behavior of Cynthia Cooper in the WorldCom fraud except for: A. Persistence B. Competence C. Integrity D. Hesitance The...
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...Lecture 1: 1. What Are Organizations? Organizations are social inventions for accomplishing common goals through group effort. * Social Inventions mean that their essential characteristic is the coordinated presence of people. The field of organizational behaviour is about understanding people and managing them to work effectively. * Goal Accomplishment: organizational survival and adaptation to change are important goals. The field of organizational behaviour is concerned with how organizations can survive and adapt to change. Example: People have to be motivated to join and remain in organization; carry out their basic work reliably, productivity, quality and service; be willing to continuously learn and upgrade their knowledge and skill; and be flexible and innovative. * Group Effort: organizations depend on interaction and coordination among people to accomplish goals. The field of organizational behaviour is concerned with how organizations to get people to practice effective teamwork. 2. What Is Organizational Behaviour? Organizational behaviour refers to the attitudes and behaviours of individuals and groups in organizations. 3. Goals of Organizational Behaviour are effectively predicting, explaining, and managing behaviour that occurs in organizations. * Predicting organizational behaviour and events. * Explaining organizational behaviour and events in organizations. (Why event occur). * Managing organizational behaviour by...
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...Motivational Methods HCS/325 Health Care Management Hanna Matayaho August 22, 201 Motivation is a key element in the workplace and it is very important to know the basic theories methods and application because it is something that unavoidable all for us will come up within our working environment. It is necessary skill for a future. The main question facing managers in a organization is motivation, how does it work, when to apply and to whom they should apply on. Motivation reflects how innovative and productive things get done within work organizations. Since motivation influences productivity supervisors need to understand what motivates employees to reach peak performance. Managers need know how to motivate other people in order to work more efficient. There are numerous ways to motivate a team of employees and there are certain parameters that are needed to implement these techniques. In this paper I will be describing three techniques used in today’s growing economy and how they are used: the two-factor theory, the equity theory and the goal setting theory. There are several ways to motivate employees but these are my top three choices. The two-factor theory is widely used in today’s business’. This theory is based on the likes and dislikes of the employees. The first being satisfier factors, which what the employee like about his job. Tthe second being hygiene factor, which the employee doesn’t like about their job. With both of these theories an employer...
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