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Staffing Organizations–Part 1

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Assignment 1: Staffing Organizations–Part 1
Bus 335
September 14, 2013
Professor Mayfield

1. Identify the type of employment relationship you would establish between the coffee shop and employees from a legal perspective. Explain your reasoning. From a legal perspective my coffee shop will be a friendly environment for all. In regards to my employees, they will be treated fairly and with respect. I want to have a work environment in which my servers are happy to come to work every day; however because it is a business, I would ensure all legal HR practices are used to the best of my ability.

2. Suggest ways that you could avoid claims of disparate treatment.
In order to alleviate my company of having claims of disparate treatment, I will ensure that none of my current and potential employees are subject to any type of discrimination. My hiring practices would be legal and ethical, and I would make sure everyone is treated equally. I would definitely have both volunteered and paid position for the handicap. I would include both managers and servers into an open forum, to discuss what we can do as a team to better ourselves as employees and managers. This open forum would make the servers feel important because, we value their opinions

3. Identify the type of external influences that could hinder staffing and how you would address them

“According to the "Institutional Assessment," Charles Lusthaus, Gary Anderson and Elaine Murphy contend that social forces have profound influence on employee behavior. What happens in the social external environment can affect how employees feel toward their jobs, how motivated they are to perform and produce and what they value. Social stressors can induce negative employee behaviors even if the employees do not feel negatively about their work, but the opposite is also true. If employees are satisfied with the social environment they may be more apt to perform and produce in the workplace” (Sheahan). This is very true indeed, social environment plays an important part in keeping the happiness of employees, in which it motivates employees to do better and enjoy their jobs.
The reason employees can be influenced by the external economical environment is because these elements have a direct impact on a business's operations and ability to perform. In turn, it can affect how an organization manages their employees. “According to the International Development Research Centre, economic environments can impact an organization's willingness to continue with projects. Things such as inflation and labor laws can hinder organizational growth, thereby affecting employee morale, motivation and commitment” (Sheahan). In regards to the economic factors, the start up of a business in today’s economy can be seen as a make or break. The thoughts of an employee losing their jobs weighs in heavily, especially with the news displaying that so many businesses are closing and forcing employees to the furlough days. 4. Create a plan that you can use to deal with employee shortages and surpluses.
I will first deal with the surplus worker dealing with my HR Department, in ways on how to deal with the surplus of employees. A surplus of the workers can be managed with an HR plan in a variety of ways. Regardless of the means, the actions are difficult because the workforce reductions often are ultimately necessary. “Regardless of the degree of complexity, the ultimately purpose of the plan is to enable managers in the organization to catch the available supply of labor with the demand that is expected given the strategies of the organization. If the necessary skill levels do not exist in the present workforce, the organization can train employees in the new skill or undertake outside recruiting. If the plan reveals that the firm employs too many people for its needs, a human resource surplus exits; if too few, an HR shortage” [ (Das) ]. 5. Outline a strategy for workforce diversity.
My strategy would be based on basing my workforce in different categories that would fulfill the needs of the coffee shop, as you can see below:
Strategy A: Develop employees to their maximum potential>Goal 1: Opportunities for growth for all employees Servers & Managers>Objective/Steps: Active participation and recognitions, examples are *Awards, such as monetary awards gift certificates based on performance *Promotions*working together as teams. I want to promote and expand some type of mentoring opportunities, for those who wants to step into a leadership role. Measurement>Keeping report by ethnicity, gender, disability, skills and the number and percentage of each recipient for each category. Keep track of employee contact numbers for work teams. This would lead to the progression of my work team and help them get to where they will need to be, in which later they can one day own a coffee shop of their own. 6. Conduct a job requirements job analysis for the store managers and coffee servers in order to identify tasks, KSAOs, and context for those positions.
The job requirements for coffee servers, would be as follows: You must be courteous helpful to all patrons, you will be responsible for taking orders keeping their cups filled and ensure top quality customer service. Analyzing their jobs and roles based upon their specific duties in relation to their tasks. Based upon their job skills, years of experience can be used as compensation requirements, for both servers and managers. Managers, will need to be able to lead their team, if there is an issue between the patron and server, the manager should be able to come to common ground in order to satisfy the customer. Also, their skills and level of training for managers would determine, whether they are entry level managers or experienced. KSAOs basic knowledge of spoken and written English, enough to understand the customers, basic knowledge of math and subtraction, ability to learn and understand the proper use of materials and equipment. Special qualifications would pertain to management positions, as their skill level and ability to lead and manage would determine their positions.

Works Cited
Das, P. (n.d.). Surplus & Shortage of Manpower. Retrieved February 1, 2013, from

Heneman III, H. G.-M. (2012). Staffing organizations (7th ed.). Middleton: Mendota House / McGraw-Hill.

Sheahan, K. (n.d.). About External Environments That Influence Employee Behavior. Retrieved February 1, 2013, from

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