...Management of Human Resources Case Study 10/8/2013 1. In my opinion I feel that Johnson does have a viable claim of disability discrimination. He had a clear and present disorder, which was proven by a physician. According to his disorder his levels of stress and tension can rise under certain conditions, so he should have been accommodated to get his transfer so that he could be used properly and be helpful to the company. Yes he does have a claim retaliatory discharge because the only talk of him being terminated came about when he missed the meeting for design changes, which he had to miss due to personal problems. 2. Although his personal reasons may have been serious, yes it will affect the case because he was not willing to reveal them. If he were to just discuss or briefly let them know what the reasons were they might have been willing to work with him or accept them. The company might have been understandable and not taken this matter so seriously 3. In a way yes Johnson was being insubordinate. Although his personal matters are his own and he has the right to keep them private, yet as I stated before if he were willing to cooperate to a certain extent it could have helped in his favor. To management and human resources it may have looked that he was only blowing them off and really caring about what was going on. 4. I think the court decided to favor in the company. Johnson was very persistent and stern with his case of disability and discrimination...
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...second major HRM function, human resource development, refers to performance appraisal and training activities. The basic goal of appraisal is to provide feedback to employees concerning their performance. This feedback allows them to evaluate the appropriateness of their behavior in the eyes of their coworkers and managers, correct weaknesses, and improve their contribution. HRM professionals must devise uniform appraisal standards, develop review techniques, train managers to administer the appraisals, and then evaluate and follow up on the effectiveness of performance reviews. They must also tie the appraisal process into compensation and incentive strategies, and work to ensure that federal regulations are observed. Training and development activities include the determination, design, execution, and analysis of educational programs. Orientation programs, for example, are usually necessary to acclimate new hires to the company. The HRM training and education role may encompass a wide variety of tasks, depending on the type and extent of different programs. In any case, the HRM professional ideally is aware of the fundamentals of learning and motivation, and must carefully design effective training and development programs that benefit the overall organization as well as the individual. Training initiatives may include apprenticeship, internship, job rotation, mentoring, and new skills programs. Human resource management (HRM), or human resource development, entails planning...
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...HUMAN RESOURCE MANAGEMENT MGT 201 – ANALYTICAL ESSAY 28/07/2013 TOPIC: Analysing Staff Turnover, its Cost and Effects on the Business and Developing Strategies to Improve Staff Retention: Student Name: Fabio De Souza Lima Student Number: 0053455T Lecturer: Nathalie Hudson Sunday, 28 July 2013, 11:55pm In comparison with other types of industry, excess of labour turnover has become a chronic problem for Tourism related enterprises, especially in the Hospitality sector. It has the potential to cause (directly or indirectly) serious issues and generate a multitude of costs to a business. For example, the whole process of recruitment and training can be very expensive and, even costlier can be the potential decline in the levels of service quality and productivity, which can culminate in customer dissatisfaction and consequential weakening of the business. This paper seeks to analyse such scenario by investigating staff turnover cases occurred throughout a variety of corporations in the hospitality industry. It discusses how such situation will affect businesses and, at the same time, suggests how Human Resource Departments should approach the issue, in order to help companies retain its most valuable asset, the employees. The difference between staff turnover rates amongst managerial positions and other more peripheral positions became evident after research and so did the notion that staff turnover rates will vary depending on the size of corporations. But, above...
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...evaluating the different development models that China and India embrace. It is easy to find works contrasting the two countries’ economic reforms, political systems, social progress and human development, yet direct comparison between China and India’s building of soft power is lacking. However, the understanding of how China and India build their soft power strength is essential as the two Asian giants, both of which have splendid cultures and a long history, are on the rise and eager to shine in the world stage. To address such inadequacy, this paper intends to present an assessment on China and India’s soft power building and find out who has the lead in the race. 1.2 Structure of the Study The paper is divided into several sections. It begins with a literature review that goes over studies on China and India’s soft power strength. Then, it proceeds to explain the key concept “soft power” using Nye’s classic theoretical framework. Concerning the different nature of the three soft power resources, the three main parts of the paper are organized in different ways. As for the discussion of culture as a soft power resource, the paper focuses on the events, actions, and behaviors that reveal China and India’s efforts to enhance their soft power strength by exploiting their cultural resources. As for political values, more weight is...
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...Case Study on New Position: Operations Manager Parit Agrawal International American University MGT 510 Human Resource Management Louis Lopez & Rajiv Sharma January 12, 2015 Introduction The case is about an employee who has recently joined a job as the assistant manager in the marketing department of a company which specializes in providing marketing support for other companies. His working team comprises of 10 individuals who mainly work on site with the customers to provide better support and have a better understanding of their customers. Designing long-term strategies, managing the unit and growing the prospective is the main aim as the assistant manager, but he/she hasn’t been able to fully concentrate on these tasks as much of his/her time is spent on financial activities and other tasks which don’t fall into his working requirements. Review/Analysis of Case Analysis The requirement of an assistant manager in a marketing department is to manage the workforce and help form strategies and creative marketing plans for its clients. In the case the assistant manager hasn’t been able to take care of his/her core functions because he/she has been busy tracking the financial aspect of the employees along with the activity related to making travel arrangement and hotel reservation. Since he/she hasn’t been able to fulfill the core requirements, the manager has allowed him/her to open a new position in the department which will assist in the proper functioning of...
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...Management of Human Resources (MGT 522)Cohort 9January 29, 2011 Comprehensive Cases Google 5. What sorts of factors do you think Google will have to take into considerationas it tries transferring its culture and reward systems and way of doingbusiness to its operations abroad? As the company grows internationally, it also faces the considerable challenge of recruiting and building staff overseas.From my point of view, in Google trying to transfer its culture, reward systems and wayof doing business to its operation abroad, they have to take into consideration towcategories of employees.A. Employees or the members of abroad branch. A company like Google that has beneficiated for a great heterogeneity, cultural, racial,religious, etc., in its U.S. locations, and where the spirit of democracy is a constant, canbe surprising in dealing with the homogeneity presented in many countries, includingEurope and Asia. Even in EU countries members have different policies in terms of remuneration of employees, contracts of employment, vacation days, sick days, firing,laying, labor protection, work condition, work time, etc.- Cultural factors , the basic of values their citizens share, and in the ways these valuesmanifest themselves in the nation’s arts, social programs, politics and way to doingthings. S.Mayson & R. Barret afirm in 2007 that the cultural differences influencehuman resources policies and practices.- Legal and political factors. Legal factors...
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...Organization Paper Mike Wilkinson MGT/330 December 14, 2010 Michelle Anderson Organization Paper I am writing this paper to share the functions of management as it relates to human resources and information technology. I will also discuss if my chosen organization has taken advantage of these resources for success and efficiency. The chosen organization I will write about is Sutter Lakeside Hospital. Organizing Functions of Management Organizing is putting together subunits such as human and technology resources to accomplish goals. Organizing action includes a working environment that people and technology can work together to accomplish goals (Bateman & Snell, 2009). Human resources and the technology department are important resources at Sutter Lakeside Hospital. The two departments help Sutter Lakeside Hospital advance in health care efficiency (Sutter Lakeside Hospital, 2008). Human Resources The Human Resources (HR) department plays an important role for Sutter lakeside Hospital. The manager of human resources needs to know company business plan to ensure the right amount and type of people receive employment. Human resources activities include employee recruitment, employee section, outplacement, training and development, performance appraisal, and labor relations (Bateman & Snell, 2009). Sutter Lakeside Hospital human resources department provides employee relations support and guidance to Sutter Lakeside Hospital managers, supervisors, and staff to...
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...Functional Areas of Business Paper MGT/521 August 3, 2015 Functional Areas of Business Paper Many companies base their organizational structures on various functional areas, creating departments around these functions and assigning responsibilities according to employees' job titles and experience. A functional organizational structure groups employees by various skills and expertise, leading to greater efficiency. Some of these areas include management, law, human resources, leadership, accounting, finance, economics, research and statistics, operations management, marketing, and strategic planning. According to Robbins and Coulter study (2012), the management concept can be defined as an individual who is involved in the coordination and supervision of all work activities of their employees to make sure that the assigned activities were completed in an efficiently and effectively manner. This efficient and effective aspect of the managerial process requires that managers are doing the right thing within a rightful nature (Robbins and Coulter, 2012). Project managers handle making project goals their own and use his or her skills and experience to create a shared purpose within the project team. They enjoy the presentation of creating new challenges and the responsibility of stimulating business results. Project managers also work well under pressure and have the capability to adapt with change and run into many different situations. This type of manager needs to...
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...Functional Areas of Business Paper Christina M Williams MGT/521 August 3, 2015 Lloyd Krieger Functional Areas of Business Paper Many companies base their organizational structures on various functional areas, creating departments around these functions and assigning responsibilities according to employees' job titles and experience. A functional organizational structure groups employees by various skills and expertise, leading to greater efficiency. Some of these areas include management, law, human resources, leadership, accounting, finance, economics, research and statistics, operations management, marketing, and strategic planning. According to Robbins and Coulter study (2012), the management concept can be defined as an individual who is involved in the coordination and supervision of all work activities of their employees to make sure that the assigned activities were completed in an efficiently and effectively manner. This efficient and effective aspect of the managerial process requires that managers are doing the right thing within a rightful nature (Robbins and Coulter, 2012). Project managers handle making project goals their own and use his or her skills and experience to create a shared purpose within the project team. They enjoy the presentation of creating new challenges and the responsibility of stimulating business results. Project managers also work well under pressure and have the capability to adapt with change and run into many different situations...
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...Decisions in Paradise MGT/350 June 14, 2010 Nik was a new graduate that was offered a job on an island in the south pacific named Kava. He felt very secure with his decision to take the job since the health care afcility has a solid foundation. He blindly took the job not having any prior knowledge of the history of the island or what the job required of him. To his surprise, upon arrival, he noticed the island was a mess as far as the eye could see. It was not the paradise Nik expected it to be. The paradise country has gone threw many natural disasters making this a potential concern for him. Nik entered the trailer, which they called the office, expecting to greet the receptionist. Instead, a man named Alex greeted him, this would be Nix’s mentor and supervisor. In this quick introduction he went into explaining what had happened to the island and that it affects everyone every day all over the world. Alex also explained that the organization is considering establishing a greater presents here that could take different forms, based on what is good for the company and good for the people. Kava was a country with lots of serious potential risk associated with it such as: disease, terrorism, which meant possible risk of money laudering, threat of natural disasters, volcanic eruptions, earthquakes. Over fifty percent of the people in Kava were under fifteen years of age. The organization would have to face lack of available employees due to age requirements....
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...Functional Areas of Business Paper Shaunelle Orridge MGT/521 August 25, 2014 Ellen Thomas When pursuing a Master’s of Business Administration (MBA) degree, individuals may be under the impression that having that degree will increase career success. According to Hay and Hodgkinson (2006), “a popular conception surrounding the MBA degree is that it leads to fast track career success, typically construed in terms of improved salary and hierarchical position ([10] Baruch and Peiperl, 2000; [12] Carnall, 1992)” (vol. 11(2), 108-124). Finance and Accounting, Leadership, Production and Operations Management, Marketing and Sales, Research and Development, and Human Resources are the primary functional areas of business. How does a successful manager operate within functional business areas? In this paper, I will analyze the role of a manager within the functional areas of business. In addition, issues that pertain to leadership in these roles will be addressed. I will also depict the successful manager in these roles in order to answer the question posed. Managers in the Functions of Business Businesses, whether large or small must implement crucial functions in order to stay productive and profitable. These functions may include monitoring inventory, purchasing stock, performing accounts receivable functions, or the hiring and firing of employees. Strategic planning is also a key area in the functional areas of business. Functional areas include: * Production...
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...Amanda Lawson MGT 4800 Case Study Southwest Airlines 1. Resources a. Tangible Resources: Tangible resources are the physical and financial assets that an organization must need to create value for its customers (Dess, Lumpkin, & McNamara , 2014). Examples are as follows: i. The size of Southwest’s fleet was 694 Boeing 737 by the end of 2012. ii. Southwest Airlines has 35,000 employees. (Attendants, Pilots, ground crew, etc.) iii. Contracted hubs that Southwest Airlines fly in and out of. iv. Southwest is adequately and effectively utilizing it’s resources to continue its growth. They are also using these resources, modifying them slightly (more seats per flight), advantageously to recover some of the lost growth opportunity when AirTran was acquired. b. Intangible Resources: Intangible resources are assets that gain value from intellectual or legal rights; they are difficult to identify and account for (Dess, Lumpkin, & McNamara , 2014). v. Southwest’s “people department” (in use of human resources department). vi. Brand resources, such as brand value and reputation as a fun and low-cost airline. vii. Southwest’s has very strict ideals that they utilize to hire their employee’s. They believe that anyone who is homerless, self-centered or complacent will eventually bring down the other workers and “poisoning everyone else”. This ideal is preached all the way from the CEO...
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...The Importance of Organizational Resources MGT/330 October 18, 2011 Kathy Pennington The Importance of Organizational Resources An organization is a collective group of people, thoroughly structured and managed to convene a need or to pursue shared goals on a long-term basis (Business Dictionary, 2011). Organizations have a management structure that will help establish communication between the functions and the positions. Further, the management structure is divided into parts and assigns roles, tasks, and ability to carry out defined responsibilities. The organizing function of management impacts many levels of a company’s operation, and it also helps clarify the role positions of managers. Knowledge and human resources are two key resources that can help a company work more efficiently and effectively (Bateman & Snell, 2009). In this paper I will evaluate the organizing function of management if the retail company Gap Inc, as it relates to knowledge and human resources. Gap Inc. was founded in 1969, in San Francisco, California. It currently has about 3,100 stores and more than 134,000 employees across the United States, United Kingdom, Canada, China, France, Ireland, Japan, and Italy. The company's executive management team is focused on restoring the shape of the brands and reaching a goal for opportunity growth (Gap, 2011). Knowledge In today’s globalized and highly competitive business...
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...Organizing Paper Roberta Willis Management Theory, Practice and Application (MGT/230) August 26, 2013 One function of management that any company must focus on is being organized. Wal-Mart is one company that comes to mind when I think of a large corporation that organized. The management function within a corporation such as Wal-Mart is normally one that not only has responsibility, produces unlimited effort as well as carries the authority given. When the company is able to run successfully without issues arising, there is no doubt that the company is well organized. Somewhere along the line if there was a problem to arise they are well organized and prepared to handle any issues they are faced with. Wal-Mart is one very dominant business in today’s society. They operate over 7,000 stores across the United States including warehouses, supercenters as well as Sam’s Clubs in Canada and Mexico. Wal-Mart was created in Rogers, Arkansas in 1962 (Wal-Mart Corporate, 2013). According to the organization process the functions of management are pulling together and combining human finances, physical information and other assets are required in order to accomplish goals ( Bateman & Snell, 2009). Sam Walton ran into a financial burden in 1972, where he did not have the money to invest in other stores. In order to overcome, he invested into the New York stock exchange. He then made a large enough profit to then expand. Wal-Mart had then opened 276 stores within the 80’s (Wal-Mart...
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...Organization Paper MGT/330 Organization Paper The management function in an organization is usually related to effort, authority, and responsibilities of the management of that firm. Management motivates the employees within these organizations to work within a team environment. Management must organize the employees into teams that will accomplish the goals set by the organization. The development of an organization depends on having knowledge of the task and the right amount of human resources, assets, and monetary allowances. With over 7,000 stores around the country Wal-Mart is a major force in the retail industry. This includes Sam’s Club, Wal-Mart supercenters and warehouses in Canada and Mexico. Including both net sales and income increases from its operating stores, Wal-Mart is the world’s largest retailer. Among their primary products and service lines are their Electronics, Pharmacies, Appliances, and Gasoline sales (Hoovers, 2008). Physical Assets Wal-Mart includes physical assets within its organization that are developed in such a way that calls for them to utilize efficient methods in order to manage these assets. Such factors of its environment are quite evident in one example; its retail prices. This is important because if Wal-Mart was less efficient in managing its physical assets, more money would have to be spent, and profits, as a result of the lack in maximizing profits, would decrease, allowing its competitors to drive it out of the market...
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