...Off-the-Job Behaviors Human Resource Management MGMT410 1. Do you believe Oiler’s employee rights were violated? Explain your position. I think that Amendment 1 of the United States Constitution say it best, “AMENDMENTS TO THE CONSTITUTION OF THE UNITED STATES OF AMERICA - AMENDMENT [I.] 2 Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech, or of the press; or the right of the people peaceably to assemble, and to petition the Government for a redress of grievances”. http://www.gpo.gov/fdsys/pkg/GPO-CONAN-1992/pdf/GPO-CONAN-1992-7.pdf. Mr. Peter Oiler certainly has unique situation that he/she has to contend with. But by virtue of the amount of negative publicity that the food chain, Winn Dixie would have to contend with, I think that they made a wise decision. Case-and-Point; say for instance, Mr. Oiler was on a normal outing and decided that he wanted to drink a little. He’s dress in his finest dress while at the Shady Grove Bar and Grill, when all of a sudden, someone from Winn Dixie recognizes him. They start a conversation and a fight ensues. Mr. Oiler and his co-worker are eventually pulled apart, but the damages are insurmountable. The owners of Shady Grove Bar and Grill, through a police report fine that Mr. Oiler is employed at Winn Dixie, and file a Class-Action Suit against the corporation. The fact of the matter is, no one cares who you are, until they find...
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...Point deductions will occur if more than 15% of the answer is borrowed. I want to read YOUR thoughts on these questions. However, I do expect at least some citations and references for all assignments. Case Application 4-B: Off-The-Job Behaviors Balancing the realities of protecting the organization and the rights of employees, both in and out of work, has become a major focal point to contemporary human resource managers. For example, by everyone's account, Peter Oiler was an outstanding employee. Oiler, a truck driver for Winn-Dixie Stores and a twenty-year employee, had an impeccable and unblemished work record.61 He was punctual, trustworthy, and an exceptionally productive employee. Most co-workers viewed him as an asset to the organization. But none of that appeared to matter when Oiler was fired. The reason: Oiler was a cross-dresser. On his own time, Oiler changed his persona, becoming Donna, complete with wearing women's clothing, a wig, and makeup. Frequently out in public with his wife—in restaurants, at church—Donna maintained a dignified public appearance, bothering no one, and simply went on with his personal life as he chose. Management at Winn-Dixie, however, saw things differently. Shortly after they learned of his cross-dressing behavior, Oiler was fired. This happened in spite of the realization that his...
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...manager formulate a plan to address these changes and concerns. Putting in place security system for disgruntled employees will help diffuse any conflict and assemble a severance package for the employees to be laid off. Plan to communicate with staff, clients, and vendors and, time this step at the right time. Contacting an outplacement service to help the employees that will be laid off will reduce the concern of becoming laid off, with these steps and research in place, makes the transition easier for everyone involved (ehow, 2012). Motivation is one of the changes to be addressed. Motivated employees are employees concerned with the company’s bottom line as well as the quality of the product. These employees are willing to put the client first, willing to work together to accomplish the company’s goals, and needs. The manager also needs to have good conflict management and facilitation skill to reduce or avoid ‘turfism” and keep the team focused on the goals of the company. Any changes in an organization mean introducing new policies and perspectives and the loss of the “old ways.” A recovery plan for this loss should also be implemented (eHow, 2012). Motivating through job design is the first method to be introduced. To avoid layoffs, specific jobs may require changes in work tasks, and the individuals assigned to the task. Taking into consideration, the knowledge of the employee, how well he or...
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...ALL ASSIGNMENTS WEEK 1 TO 7 To purchase this visit following link: http://www.activitymode.com/product/mgmt-410-all-assignments-week-1-to-7/ Contact us at: SUPPORT@ACTIVITYMODE.COM MGMT 410 ALL ASSIGNMENTS WEEK 1 TO 7 MGMT 410 All Assignments Week 1 To 7 MGMT 410 Week 1 Strategic Linkages Assignment MGMT 410 Week 2 Case Study; Off-the-Job Behaviors MGMT 410 Week 3 Web Exercise; Understanding Job Analysis MGMT 410 Week 5 Simulation; JVA Corporation MGMT 410 Week 6 Case Study; A Perky Way to Productivity MGMT 410 Week 7 Case Study; Collective Bargaining at West University Activity mode aims to provide quality study notes and tutorials to the students of MGMT 410 All Assignments Week 1 To 7 in order to ace their studies. MGMT 410 ALL ASSIGNMENTS WEEK 1 TO 7 To purchase this visit following link: http://www.activitymode.com/product/mgmt-410-all-assignments-week-1-to-7/ Contact us at: SUPPORT@ACTIVITYMODE.COM MGMT 410 ALL ASSIGNMENTS WEEK 1 TO 7 MGMT 410 All Assignments Week 1 To 7 MGMT 410 Week 1 Strategic Linkages Assignment MGMT 410 Week 2 Case Study; Off-the-Job Behaviors MGMT 410 Week 3 Web Exercise; Understanding Job Analysis MGMT 410 Week 5 Simulation; JVA Corporation MGMT 410 Week 6 Case Study; A Perky Way to Productivity MGMT 410 Week 7 Case Study; Collective Bargaining at West University Activity mode aims to provide quality study notes and tutorials to the students of MGMT 410 All Assignments Week 1 To 7 in order to ace their studies. MGMT...
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...1: Standards and Procedures The first element of behavior to be discussed will be cell phone and other electronic use while on the job. It will not be acceptable to use a cellphone while working. All cellphones should be turned off or placed on silent mode. Any emergency calls should come through the front office of the location. All other types of electronics are not acceptable to bring into the workplace, with the exception of watches. The second element of behavior to be discussed will be sexual harassment on the job. Any sexual harassment of any kind will not be tolerated. This type of behavior includes, but is not limited to, the following: sexual jokes or teasing, unwanted or repeated touching, unwanted requests for socialization outside the job, giving sexually suggestive gifts, or showing sexually suggestive pictures. The third element of behavior will be the attendance policy. Repeatedly showing up to work late is not acceptable behavior. An example of excessive tardiness would be an employee who shows up more than five minutes late to work three or more times a month. Also excessively calling off to work is not acceptable. With the exceptions of being ill or having a family emergency it is generally not acceptable to call off work. An example of excessively calling off would be either calling off three or more times in a month or consistently calling off every month of employment. The fourth element of behavior will be the drug policy. It will under no circumstances...
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...Fired for Off Work Activities. Jason Miller Human Resource Management Author Note This paper was prepared for Human Resource Management 314, taught by Professor Terry Clark All over the world, people are posing photographs of themselves on facebook. They are talking about their days, their goals, their lives, funny situations, where they want to move to, where they work, etc. Of these posts, photos, tweets, etc. have caused people to lose their jobs. This has become a new phenomenon, with businesses adopting social media policies to protect their assets. Posting company address, information, making negative comments about a supervisor or an organization have been grounds in the past for termination. These are all violations of the company internet policy. Maybe it is what they cannot say, that has people confused. As much as an employee may want to degrade or belittle their employer on their Facebook page, it can be determined that what they post/say is slander or libel. This means, they can sue. It is essential that employees are as careful as can be, not to post something that might get them fired. Sometimes employees are fired, even when they are in the right. Social Media Policies Employers need to establish a tight knit Social Media Policy. They need to continue to regularly review this law in order to save ensure they are always acting within the scope of the incident. Regardless however of strict their Social Media Policy is, or will become, when an employee...
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...In organizations there are behaviors that can be productive and also counterproductive to the organization. Productive behavior can be described or defined as the behaviors of an employee that positively contributes to the goals and objectives of their organization. Counterproductive behavior is basically the opposite and can be defined or described as an employee’s behavior which that is against the goals and objectives of their organization. There are plenty of ways one can be productive or counterproductive to their organization and I will write about a few of them for each. There are different ways that productive behavior can have an impact on job performance. When an employee is proficient in his or her job specific tasks it helps the overall productivity of the organization tremendously because it saves time and money from needing more people working on a certain task or tasks that a proficient person can be able to handle themselves. It also helps to prevent mistakes that could cost the company money to fix. Even more beneficial is when an employee of this proficiency is also cross trained in their non job specific tasks or those tasks that their coworkers do. This is very important in my daily job because when a coworker of mine is sick, has an emergency, or just takes some time off for vacation I can pick up where they left off while they are gone. This saves my organization from finding a temporary employee which they would then have to train for the short...
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...of training managers and state the importance In the consideration of management training the objectives of the organization must be acknowledged. Therefore the organization’s strategic, tactful and operational plans are of utmost importance, because these are the factors of the manager’s job analysis which will determine the intricacies and interest of the incumbent’s training. A manager’s job description will vary according to organization, culture and political boundaries, however, managers must posses the qualities of human, conceptual and technical skills in respect of the job description for effective management in changing times. Recommendations to address the development of manager’s human, conceptual and technical skills can be considered as follows. Management training may take place on the job “informally” or off the job “formally”, however, most management training takes place off the job states Stephen P. Robbins’s Essential of Organizational Behavior eighth edition. Informal training on the job tends to disrupt productivity and services so off the job training is advised. Off the job training is considered formal as they are structured and planned to facilitate the job description. As for the manager’s training in particular, formal settings, such as classroom lectures at the tertiary level or the organization’s own training institution providing coaching by outsourced professionals or the company’s own executives, seminars, workshops and meetings of company’s...
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...implications that arise from it. In 2007 the Cotton Center homeowners association and Phoenix-based Metropolitan Property Management Company filed a complaint with the Phoenix Police Professional Standards Bureau that accused several Phoenix police officers of fraud and theft (Holland, 2010). Eventually, the Arizona Attorney General’s office indicted four officers and suspended 30 other officers in November of 2010 after authorities said they pocketed thousands of dollars in an off-duty security scam. The four indicted officers were Sgt. Benjamin Sywarungsymun, Officers Steven Peck, Aaron Lentz, and the leader of the scam, former patrolman George Contreras. According to Ferraresi of the Arizona Republic, they allegedly charged fees for off-duty police officers to provide security for residential and commercial properties that were never performed, totaling $16,000 (2010). Supposedly, Contreras, who retired after 18 years, two years short of a full pension benefits, organized the off-duty jobs for other officers (Ferraresi, 2010)....
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...Employment-At-Will Doctrine LEG 500: Law, Ethics, and Corporate Governance \ SCENARIO 1 According to the “Employment at Will Doctrine”, “the employer has the right to fire the employee with no reason at all “ (Ingulli & Halbert, 2012, pg 46). However In this scenario the reason should be due to her inability to perform required task related to her job functions. The manager has giving the employee three months of training and support to learn the required computer skills that would help her become productive and efficient but she still has not learned the required material. The manager needs to document this information regarding the training and the employee inability to learn the required computer skills to perform and be efficient in her current role to human resources. The manager then needs to come up with a training plan and time line to learn the necessary skills needed to perform her job. Once the manager come up with that plan and time line he needs to call a meeting with the employee but have someone from human resources there to document the meeting as well as what is discussed in the meeting. If the employee can’t learn the required information in the plan within the time line, then the manager should fire then employee. “To understand the firing process you must study progressive discipline” “Progressive discipline are verbal and written performance warnings made by the employer to basically document activity...
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...WITHDRAWAL JOB CHARACTERISTICS AND REINFORCEMENT EXPLORING THE WITHDRAWAL BEHAVIOR THAT RESULTED FROM JOB CHARACTERISTICS AND LACK OF POSITIVE REINFORCEMENT Psychology 484 April 22, 2012 Abstract Throughout my employment history, I have always tried to find the best in the job in order to get the best out of the experience. But as I began entering the more professional work arena, this became increasingly difficult. Initially, I thought it would be easier to be involved with a large scale organization. I imagined that everything would be better: time off, benefits and job design. However, I soon realized that this would not be the case. Working in the medical field can be very lucrative, but also very exhausting, stressful and filled with anxiety. And despite the hospital’s efforts to improve workplace efficiency, they overlooked job satisfaction. Furthermore, the job itself was mundane in nature, and this was never addressed as a concern for management. Eventually, the need for happiness overtook the need for financial security, and I began to fall into patterns of abusing leave time, chronic lateness and habitual absenteeism. This particular place had no interest in retaining employees; the turnover rate was quite high. So rather than recognize these behaviors and attempt to thwart them, they contribute to the negative feelings by implementing punishment. Naturally, this continuous friction ultimately led to my finding work elsewhere. Job Characteristics ...
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...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwer...
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...| Learning and Developing Design | Trisco Foods | | | Contents Executive Summary 3 Recommendations 3 1. Introduction 4 2. Learning Objectives 4 3. On or Off The Job Approach 5 4. On The Job Process 6 5. Off The Job Process 7 6. Program Schedule 8 Conclusion 8 Reference List 9 Appendix A Hierarchy of Need and Learning Objectives 10 Appendix B Learning Contract 11 Appendix C Session Plan Coversheet 13 Appendix D Program Schedule 16 Executive Summary Trisco Foods has a performance gap between the actual performance of syrup makers and the expectations of management to these makers. This kind of performance gap leads to a growth reduction over the last few years with the percentage of 10, which is a big organizational problem to this company. This report intends to design a learning and developing program in order to fill the gap and achieve better performance. This program will include on the job approach and off the job approach. During the design, both on the job method and off the job methods are taken into account and generate a combination to receive a better influence. It is important to evaluate the learning program and guarantee the designed program is applied to the reality, which are considered in the recommendations. Recommendations After the learning and development design program has been designed, it was designed on the basis of meeting the learning need of compliance because they do not have a good understanding...
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...Employment -at- will involving skills, competence, and abilities. Employers should ensure their employees are equipped with the right training to perform their job on a daily basis. This increases the employee’s confidence and their moral, in order to do their job, to meet the standards of the department. Basic new hire training might not always be sufficient for some employees. The employee may also need side by side training, with one of the department’s core employees, to demonstrate the job correctly, as well as to inherit the right behaviors. This should increase productivity and profit for the company. The employee also has a responsibility to their employer, to take all training excises as serious as they can, since the employer is investing in that employee, with the proper training, to help them succeed. When an employee has gone through the initial training process provided by the employer, it’s the responsibility of the management team to make some decisions. When an employee is not meeting the standards of the job and is performing poorly. The management team should follow their company’s guidelines before dismissing an employee. A good rule of thumb is to always document all conversations with your employees, in the invent you need to provide evidence of the conversations. Before, dismissing an employee, the management staff should make sure all bases have been covered. Was adequate training provided? Did they assess the employees skill set successfully?...
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...Meaning of training Training is an organized planned effort by a company in order to facilitate employees learning regrading job related competencies. These competencies include knowledge, skills and behaviors important for successful job performance. Goal of training programs for employees is mainly to master the knowledge, skill and behaviors and to apply them in their daily activities. In order to gain competitive advantage, a company should give training broadly as a method to create intellectual capital. Intellectual capital includes: Basic skills : Skills needed to perform employees job Advanced Skills: To use technology in order to share information with other employees. Understanding of customer or manufacturing system. Self motivated creativity The purpose of training is basically to bridge the gap between the job requirement and present competencies of an employee. According to Jucius Training is a process of acquiring specific skills to perform a job better. With the help of above definitions nature of training can be summarized as : It is a process of acquiring specific skills which enhances job performance. It is a process of teaching, informing or educating people. It provides required qualification to individuals in order to perform their job in a better way. It provides qualification to employees so that they can perform in positions of greater difficulty and responsibility. It is and act of increasing knowledge and skills. Objectives of training...
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