Monthly Archives: March 2023

Instructions

The role of human resources can vary by industry or by the company. In this assignment, we will be evaluating the type of human resource structure that is used, or could be used, within these constraints.

• Select an industry that you are familiar with or interested in.
• Research a common human resources structure within that industry.
• Create a presentation that describes the type of HR structure within that industry.
• Include an explanation of why that structure is used.
• Indicate how the current structure could be improved, if possible.
• Use both peer-reviewed articles and materials that are publicly available through company websites in the popular press.
• The presentation should be at least 10 slides. Ensure that slides appear professional.
• Include sources used in APA format.

In a page define total quality management. Explain the importance of designing and implementing a total quality management within different divisions of an organization so that the effective outcome contributes to optimizing organizational performance. Then explain and describe different types of known total quality management programs and discuss ways to ensure that a specific total quality control program contributes to an organization’s ability to excel in all areas. 

In order to explain you may need to include, explanation, and analyze the importance of control measures to ensure total quality management programs.

Be sure to use references in APA format and include intext citation.

                                              Discussion 1 Due 7-16-2020

Please watch the video, “What you can learn from Steve Jobs (Links to an external site.).” Based on the content presented in the video, what leadership traits made Steve Jobs an effective leader? Some researchers have found that leaders have certain traits related to social intelligence; how did Steve Jobs’ social intelligence play a role in his success and how did it impact people and results? Do you consider Steve Jobs to be a transformational or transactional leader? Respond to at least two of your classmates’ posts.

Guided Response: Your initial post should be at least 200 words in length.  Support your claims with examples from required material(s) and/or other scholarly resources, and properly cite any references. Respond substantively to at least two of your classmates posts.

                                      Discussion 2 Due 7-16-2020

 Give an example of ethical leadership. What are the characteristics of ethical leadership? And why do you think ethical leadership is important?

Guided Response: Your initial post should be at least 200 words in length.  Support your claims with examples from required material(s) and/or other scholarly resources, and properly cite any references. Respond substantively to at least two of your classmates posts. 

                                         Assignment Due 7-19-2020

Prominent Leaders

Use the Ashford Library to research a prominent leader, living or deceased, who you admire. Explain whether the leader’s style is transactional or transformational. What type of leadership characteristics does the leader demonstrate? What aspects of servant leadership does the leader exhibit?  Provide relevant examples to support your claims.

The paper should be three to four pages in length (excluding title and reference pages).  At least two scholarly references (a minimum of one being from the Ashford Library) plus the course textbook must be utilized in the research. The paper should also reflect proper APA format and style and integrate resources with in-text citations to support the writing. Vocabulary and course content should be integrated throughout the paper.

A company that needs help with implementing a process you have little familiarity with has contacted you. Although you could most likely learn it, you would not be a subject matter expert in the period in which they need you. You are certain you could learn the process and could use the extra income, as your consulting has been a little slow. What are the implications for deciding not to take the assignment?  What are the implications for taking the assignment? What would you do and why?  Respond to two classmates’ posts.

According to Creswell (2009), quantitative research is a “means for testing objective theories by examining the relationship among variables that can be measured and analyzed using statistical procedures.” Qualitative research, Creswell posits, is a “means for exploring and understanding the meaning individuals or groups ascribe to social or human problems.”

Consider the phenomenon of pain. Ethics committees and institutional review boards do not allow researchers to inflict equal doses of pain on subjects to examine their physiological response. In quantitative research, pain can be measured physiologically by blood pressure, changes in blood chemistry, muscle contractions, and pain scales (which are still subjective, but at least quantifiable). Researchers using a qualitative perspective may ask participants about their experience of being in physical pain, whether being in pain has changed them in any way, or what they have learned from experiencing physical pain.

For this Assignment, consider differences in how you might frame a research question in order to explore it using quantitative or qualitative research methods.

Submit a 2-page paper that highlights one of the research questions you shared in your Discussion post. Design a quantitative research question related to this problem and a qualitative research question related to the same problem. Please use the resources to support your answer.

References
Creswell, J. W. (2009). Research design: Qualitative, quantitative, and mixed methods approaches. Los Angeles, CA: Sage.

Please follow directions and answer all questions!

Discussion 1

Do you agree with philosopher Plato’s definition of justice? Why or why not? Does our modern government apply justice appropriately given your definition of justice? Give at least one example to support your opinion.

Discussion 2

Friendship and religion seem to be compatible. Discuss how these concepts apply to modern society while still upholding the idea of the separation of church and state. Provide at least one example to support your position.

Globalization has implications for leaders that reach beyond sensitivity. For example, globalization may require leaders to interact with other leaders from various countries to set procedural guidelines on matters such as establishing safety standards for distributing medical supplies or facilitating health communication. Therefore, within local and/or global leadership organizations, health care administration leaders must be aware of multicultural issues and challenges. As a result, multicultural awareness and competency, important elements of multicultural leadership, play a crucial role in determining appropriate actions, attitudes, and expectations. Furthermore, values and value systems that may differ across multicultural populations also contribute to leadership philosophies for informing how leaders interact, engage, and execute leadership strategies.

For this Discussion, select two challenges associated with multicultural leadership. As a scholar-practitioner in the field of health care administration, think about strategies you may use to address these challenges. Consider how your health care administration leadership philosophy may contribute to these strategies for multicultural leadership challenges.

Post a brief description of two challenges associated with multicultural leadership in health care administration. Then, provide strategies for addressing these challenges. Finally, explain how multicultural competencies might influence your personal health care administration leadership philosophy. Be specific and provide examples.

Support your postings and responses with specific references to the Learning Resources and the current literature.

Please make sure that it is your own work and not copy and paste. Please make sure that you follow all the professor instructions because it can affect the grade. Make sure you watch out for spelling or grammar.

Book Reference:  Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing human resources (8th ed.) [VitalSource Bookshelf version]. Retrieved from https://online.vitalsource.com/#/books/9780133953718 

Instructions

In Unit VII, you conducted research and analyzed the appraisal and management of employee performance. You also researched information about training and development in the workforce.

Reflect on the research you conducted, and write a research paper that addresses the items below.

• Explain how one can address the five challenges to effective performance measurement.
• Describe how the performance management process effectively utilizes the following elements:
  • the appraisal interview,
  • performance improvement,
  • identification of causes of performance problems,
  • development of an action plan and empowerment of employees, and
  • communications at performance evaluations.
• Explain how to address the four challenges to effective training.
• Discuss how the training process can best be managed utilizing the following elements:
  • the needs assessment phase,
  • the clarification of the objectives of the training,
  • the training and conduct phase,
  • the evaluation phase, and
  • legal issues and training.

Your research paper must be at least three pages in length, not counting the title and reference pages. Your research paper must include at least four peer-reviewed sources.

Refer to the resources you located for your annotated bibliography in Unit VII. Be sure to use proper APA style for your research paper.

Resources

The following resource(s) may help you with this assignment.

• Citation Guide
• CSU Online Library Research Guide
• Submit Writing Center Request

Unit VIII Introduction

Key elements in keeping the workforce effective and the business competitive involve planning and providing for appropriate workforce training. As businesses seem to change more quickly than ever, it is important to keep employees trained in the latest procedures, processes, and technologies. There are key decisions to be made strategically in regard to employee training. First, establish whether the training is something that only takes place in a classroom setting, on the job, or a combination of both. Second, consider whether training will be instructor-led or self-paced. Third, decide on delivery platforms, such as in a classroom, with an on-the-job mentor, or the option of online availability. Fourth, consider the breadth of training and how far-reaching it can go in the organization. This is especially important for any global operations. Fifth, appropriately motivate employees to learn in such training environments. Consistently demonstrating that the training is related to their current job or even future job is key. The term training is often confused with the term development. These are not the same. Training focuses on helping employees to learn specific skills or to improve current skills. Development focuses on helping employees obtain new abilities that the company will need going forward. Therefore, training has a current focus while development has a forward-looking emphasis. At times, when used to correct a deficiency in skill, training can have a negative connotation. Therefore, organizations may purposefully portray training as something more akin to development. Removing any negative stigma or perception can improve employee motivation. With the forward-looking focus of development, training is often combined into a development category to help with perception and employee motivation. Consideration should be given to some of the challenges of the training process. First, strategic human resource management must consider whether training is going to solve the problem(s) at hand. If there is a performance deficit, one must examine the cause(s). If there is a production performance problem and an UNIT VIII STUDY GUIDE From Appraising and Managing the Workforce to the Training of That Workforce, Part II DBA 7553, Human Resource Management 2 UNIT x STUDY GUIDE Title initial review shows issues with substandard quality materials in the process, then training would not solve that. Second, human resource management must work with management to establish clear, realistic, and verifiable goals, as well as provide everyone with a realistic timeframe for the completion of such training. Third, the cost of training must be examined to determine if this would be a good investment. Human resource management must understand the goals for the training and set up cost estimates for how this training is to be delivered. In some cases, an online learning component may be best as it delivers consistent content across a wide variety of groups. However, it would be up to human resources to ensure that the investment costs would provide the return needed on improved performance. Fourth, designing training that will work is important, and human resources must work closely with management to understand the training needs and desired outcomes. Then management must be able to connect this to the organizational goals. Selecting the appropriate delivery methods based on the groups to be trained is another key function. With regard to managing the training process, there are three phases to consider. In the first phase, there is an assessment of needs that must be performed. The second phase involves the development of the training and the establishment of the manner in which it will be conducted. In the third phase, there is an evaluation method that must be developed to ascertain the effectiveness of the training provided. It is important that each of these phases is well planned in order for the full training process to be effective and efficient. In the first phase, the needs assessment phase, human resource must work with management to determine if training is even necessary. The problem(s) at hand must be fully explored to determine the foundation for the existence of the issue. This will provide a clear indicator of whether training is necessary or if another focal point is causing the issue. Issues, such as the organizational culture, the business climate, and organizational and departmental overall goals, can be examined. In addition, task analysis and person analysis are considered. Task analysis involves an in-depth examination of the job(s) at hand. Specific duties and tasks are identified, and detailed knowledge, skills, and abilities are explored. Person analysis involves looking at how well employees are conducting their specific duties. Training opportunities can be identified when an employee is not meeting performance expectations in specific areas. Additionally, when jobs are expanded because of a new focus based on something, such as a new competitive focus, training is also provided at such points. In the second phase, the objectives for any training are then developed, based on the results of the assessment phase. These objectives must be clear in order to be effective and should be linked to the knowledge, skills, and abilities identified in a task analysis during the assessment phase. Appropriately identifying such specific competencies is key to designing the correct objectives for the subject training. The focus should be on recognizing behavioral components for the training objectives. These components can then provide a clear focus for moving on, guiding the training, and developing the evaluation methods. The training and conduct phase is when location, presentation, and training options are reviewed and established. Reviewing location options would refer to whether training can be provided on the job or off the job, or even a combination of both. On-the-job training (OJT) is quite common. This is where a trainee would work under the guidance of a more senior and experienced trainer. This type of training provides for a handson experience that can produce viable competencies in an expeditious manner. Additionally, this type of training allows the trainee to be exposed to the social atmosphere in the workplace more effectively. There are different types of on-the-job training, such as job rotation, apprenticeships, and internships. On-the-job training can have some drawbacks, such as lost productivity or business, when an inexperienced trainee makes a costly mistake. Therefore, it is important for human resource management to carefully gauge this potential when planning. Off-the-job training can be a good alternative to on-the-job training at times because it can involve more formal course settings as well as the use of simulations and even role-playing exercises. (Iqoncept, n.d.) DBA 7553, Human Resource Management 3 UNIT x STUDY GUIDE Title In considering presentation options, some of the more common ones utilized are slide decks, videos, simulation, virtual reality, role-playing, classroom instruction, and online instruction. The use of slide decks or videos can be done in a specialized media room where employees either can review these at specific times or at various times that can be worked into their individual schedules. The use of simulations can also be effective. These will replicate the subject situations when training is needed so that complex information can be shared and practiced. Additionally, this type of training option is useful when the training involves dangerous issues, such as practice simulations for law enforcement, the military, or even pilots. Another issue to consider is cost. Providing useful and in-depth simulations can be less costly at times than providing real-world situations. Virtual reality is a growing area in training options and provides for an immersion into the subject work environment where the trainee can interact with people, issues, and items in real time. This can provide trainees an opportunity to more fully practice the subject at hand, particularly when there is the threat of danger or damage. Virtual reality provides a safer environment in which to train. Roleplaying and classroom instruction can sometimes be viewed as the more boring training option; however, incorporating other elements can enhance this training. For instance, the role-playing option lends itself very well to blending with the classroom-instruction option. Working out realistic training situations in this manner can be useful for those doing the role-playing as well as those observing it. Additionally, elements such as case study discussions can be a great way to provide engaging substance in classroom training. Finally, with online instruction, the elements discussed for classroom training can be taken online and dispersed to a wide range of employees. This is a great option for companies with employees who are geographically dispersed. These online instructions can be done in real time, with classes meeting via video conferencing or specialized online learning platforms. There are various types of training to consider. Skill training is where specific skills are identified and then the training will speak directly to those skill sets. Cross-functional training is where employees are trained in operations in various other work areas, other than their own. This can provide for more flexibility in the workforce. Team training is where groups can be trained in content tasks that focus on problem solving for specific team goals or in-group processes that focus on facilitating more effective teamwork. In the evaluation phase, human resource will want to measure the effectiveness of the training that was provided. This will help to know what is working well with the training that has been designed, and it will help to identify any areas that may need to be modified or strengthened in the program. Reference Iqoncept. (n.d.). Hire train motivate reward inspire retain thought clouds keep em (ID 50967685) [Image]. Retrieved from www.dreamstime.com

  This paper needs to be done in 24 hours from now. The main article has already been identified with a link, see number 1. Attached is a copy of the Rubric and a word document with references.  

Locate an article describing a collective bargaining situation that has arisen within the year. This article should be from a newspaper, an academic journal, or a credible online news source (try searching “collective bargaining in the news”). Attach the article or give the link. Use a minimum of two additional references from the course materials to support your discussion and to respond to the questions in the assignment. Use headings to separate the sections of the paper, double-space, and Times New Roman font, cover page, page numbers, and APA format.

1. Identify your main article: https://www.usatoday.com/story/sports/soccer/2020/06/01/mls-threatens-player-lockout-over-collective-bargaining-dispute/5309589002/

Using APA guidelines state the proper citation for the article.

2. Respond to these questions:

What is the nature of the collective bargaining dispute?

What are the underlying causes of the dispute?

What economic or ethical pressures has each side attempted to use to prevail in the dispute?

If there is any evidence of any illegal or unethical conduct on either side, describe it in detail.

Was the dispute resolved? If so, how? If not, what are the possible resolutions?

What, if any, role was played by third parties in resolving this bargaining dispute? What was the identity of the third party?

In retrospect, could this dispute have been resolved in a more constructive fashion? If so, how?

Course materials to support

https://open.lib.umn.edu/humanresourcemanagement/chapter/12-1-the-nature-of-unions

https://www.history.com/topics/19th-century/labor

https://www.nlrb.gov/about-nlrb/who-we-are/our-history/1935-passage-wagner-act

https://www.nlrb.gov/about-nlrb

https://www.nlrb.gov/resources/nlrb-process/unfair-labor-practice-process-chart

https://www.ueunion.org/org_steps.html

https://hbr.org/1981/07/step-by-step-through-a-union-campaign

https://www.nlrb.gov/rights-we-protect/rights/employer-union-rights-and-obligations

Assume you are employed as an HR manager for a large retail clothing store. You are tasked with hiring a sales clerk for an open position.  The ideal candidate for this position will possess the following factors: 

1. Have at least a high school education (bachelor’s or associate’s degree desirable).

2. Have experience as a sales clerk or in a related field (such as customer service).

3.  Ability to work with currency and balance a cash drawer correctly.

4. Have good communication skills (for example, speak clearly, make good eye contact)

5: Have good interpersonal skills (for example, demonstrate patience and flexibility and develop rapport easily).

5: Have good selling skills (for example, ability to influence, persuasiveness).

6. Be motivated to work.

Part A: Evaluating Selection Methods

Identify which selection method (e.g., résumé, interview, test, role-play exercise, reference check or personality inventory) you would recommend for each of the six factors listed below. You can use the same selection method more than once if you believe it is appropriate for more than one factor.

1. Education – selection method:  _________________________________________

Justification:

2. Work experience – selection method:  _________________________________________

Justification:

3 Ability to work with currency – selection method: _____________________________

Justification:

4.Communication skills – selection method:  ___________________________________ 

Justification:

5. Interpersonal skills – selection method:  _______________________________________

Justification:

Work motivation – selection method:  _________________________________________

Justification:

2007 SHRM. Marc C. Marchese, Ph.D.

Part B: Evaluating a Selection System

There are different ways to ensure that a selection system is working. One important method focuses on legal compliance.  As indicated in the reading material, there are two types of discrimination: disparate treatment and disparate impact (also known as adverse impact). 

Disparate treatment discrimination refers to treating applicants differently based on a protected characteristic (for example, age, sex, national origin, religion). Disparate impact discrimination may be unintentional because the intention was for all applicants to be treated equally; however, this equal treatment had an unequal effect related to a protected characteristic. The most common approach to identify adverse impact is to apply the four-fifths rule. The four-fifths rule states that adverse impact exists if the selection ratio of the minority group is less than four-fifths (or 80 percent) of the selection ratio of the majority group. The simplest way to calculate adverse impact is to divide the selection ratio of the minority group by the selection ratio of the majority group. If the result is less than 80%, then adverse impact exists.  

The retail clothing store collected the following hiring data over the past seven years for Department Manager positions:

Males applied:  75; Males hired: 15

Females applied: 115; Females hired: 20

Caucasians applied: 150; Caucasians hired: 30

Minorities applied: 40; Minorities hired: 5 

Calculate the selection ratios for the two groups:

Males: —————-

Females: ————–

Minorities: —————-

Non-Minorities: ___________

Does adverse impact exist when you compare the minority applicant pool with the non-minority applicant pool?  Does adverse impact exist when you compare the female applicant pool with the male applicant pool? Show your calculation for both questions.

2007 SHRM. Marc C. Marchese, Ph.D.

Part C: Evaluating a Selection Process

Think about the concepts of reliability and validity in the context of the selection process. Describe what each one means, why it is important, and provide an example.  How are reliability and validity related to each other and why is important for a selection process to be both valid and reliable? 

You may use a word document if you like or provide your answers in the content of your response window.

Be sure to provide the references for the sources of the information you used to inform your analysis including the material provided in the classroom.

Discussion Two: Application

Read the Module 3 Case and in-depth scenario 1. Draft a 1 – 2 page memo to the founders of HSS to address the issues with the selection practices. Specifically, include a) a discussion of the reasons why a selection strategy is necessary to hire the best candidates; b) an explanation to the founders regarding how the selection process should be based on valid and reliable selection criteria, including some examples; and c) a discussion of the selection criteria and methods that could have been used to avoid hiring the wrong candidate for the marketing manager position.  You may use a word document if you like or provide your proposal in the content of your response window.  Be sure to provide the references for the sources of the information you used including the material provided in the classroom.

MODULE CASE

–

From talking to one of the founders, you learn that one of the reasons for hiring from internal referrals is that HSS had attempted to hire its first marketing manager from outside the company in a general search a year and a half ago. One of the candidates had outstanding qualifications—

degrees from top universities and 15 years of experience at a very successful 

firm. He had worked for two other firms for less than a year before he applied for the position at HSS.

When the founders at HSS called the candidate’s last supervisor, the supervisor did not say 

anything directly negative about the candidate but left a negative impression of him with the 

founder who had talked to him. The founders did not want to believe that a candidate with such good qualifications had negatives in his background, so they called the president of the company for which the candidate had last worked. The president of the company assured the founders that there was simply “a personal ity conflict” between the candidate and his immediate supervisor. The founders decided to hire the candidate as the marketing manager for HSS.

The first two or three weeks that the new marketing manager worked for HSS had gone well, and he used his knowledge and experience to begin creating a good marketing plan. Then one Monday he neither showed up for work nor called HSS. HSS tried to contact him, but because he had recently moved to the local area to work for HSS, they were unable to locate him. Finally, two days later, the new marketing manager showed up for work as if nothing had happened. One of the founders questioned him but did not get an adequate explanation as to why he had not showed up to work for two days. The new marketing manager assured him that it would not happen again, but two weeks later the same thing happened.One of the founders questioned him about his absence and the employee became somewhat belligerent and admitted that he had been receiving treatment for a chronic illness. 

When asked what the illness was, the marketing manager admitted that he was an alcoholic.The founders decided to fire the new marketing manager. When they told him they were going to “let him go,” he threatened to sue them under the Americans with Disabilities Act. The marketing manager subsequently hired an attorney and started the process of bringing a lawsuit against HSS. HSS hired an attorney to deal with the situation. In his investigation the attorney learned that the marketing manager had

similar problems in his previous firm and had initiated a lawsuit 

against them, but when he had been hired by HSS he had dropped the lawsuit against the other firm. The attorney recommended that HSS attempt to settle the case for a sum that was about the same as one year’s salary. The attorney believed that HSS would prevail if the case went to court, but that it would cost HSS more to contest the case than it would cost to settle the case. So HSS had settled the case. The founder you talked with about this past situation is concerned that if HSS starts hiring from 

outside the organization, similar situations will occur. This founder also realizes that HSS must  start to hire from outside the organization but is a little scared because of the past negative experience

SOURCES:

 https://courses.lumenlearning.com/wmopen-psychology/chapter/industrial-psychology-selecting-and-evaluating-employees/ 

The Job Offer

https://www.thebalancecareers.com/questions-employers-ask-when-conducting-a-reference-check-2062965

https://www.thebalancecareers.com/job-interview-questions-that-are-illegal-1918488