Monthly Archives: March 2023

Effective leaders can use their emotions in a positive way to benefit their organization, its employees, and stakeholders. Dye and Garman (2006) state, “The most effective leaders have a deeper understanding of their emotion” (p. 18), in their discussion of emotional intelligence (EI) and why it is important.

Over the last several years, organizations that are actively engaged in leadership development have expressed keen interest in understanding EI. Research suggests that EI may be more important than intellectual intelligence in determining leadership success, and leadership development programs may offer better outcomes if EI is better understood (Sadri, 2012).

• Write a paper that defines and describes emotional intelligence.
• Additionally, detail the value of EI possession among health care leaders.
• Provide at least 1 example, real or hypothetical, of how emotional intelligence has been or can be used by effective leaders.

References

Dye, C., & Garman, A. (2006). Exceptional leadership: 16 critical competencies for healthcare executives. Chicago, IL: Health Administration Press.

Sadri, G. (2012). Emotional intelligence and leadership development. Public Personnel Management, 41(3), 535–548. Retrieved from http://search.ebscohost.com.proxy.cecybrary.com/login.aspx?direct=true&db=rzh&AN=2011671198&site=eds-live&scope=site

Deliverable Length:  5-pages

Discuss together the ethical issues and questions that it raises, your own response to those, and whether that aligns with or does not align with a deontological approach

As a new Human Resources Manager, you’ve been tasked with creating (or redesigning) an incentive plan for a common job in your organization. Based on what you’ve learned in class, consider the following:

• What factors will help you create an effective variable rate (aka incentive) pay plan?
• How will you decide whether to use individual employee, work unit/team, organization-wide incentives, or some combination?
• What key performance indicators will determine employees’ variable pay?
• What type of incentive pay-out structure will be most appropriate for this specific job, and why?  How will it motivate employees while maximize organizational success?

Write an initial post that addresses this in detail, using research content to support your answers.

I must have ORIGINAL work with up to date references. each discussion 200 words with one reference…

discussion 1

HR Knowledge 6: Compensation 
Thoroughly review the following video: Based on your review, please respond to the following:As important as compensation is to employees so is how compensation is communicated by the organization. As Chief HR Officer for the company what key ideas would you implement in the company to ensure communication of the compensation plan is effective? Be specific.

this is where you can find the video:

Gregg Learning. (2017, July 24). HR Basis: Employment Laws. Retrieved from https://youtu.be/CJhRXBpXTPI

discussion 2

HR Knowledge 7: Employee BenefitsThoroughly review the following video:  Based on your review, please respond to the following:The video shares a discussion specifically on 9 benefits related to voluntary employee benefits. Review the VEB’s and if you could only have 4 of them, which 4 would you select? Be sure to explain why you made those choices.

this is where you can find the video:

Gregg Learning. (2017, July 24). HR Basis: Employment Laws. Retrieved from https://youtu.be/CJhRXBpXTPI

Respond to the following in a minimum of 175 words: 

Based upon what we learned from our required learning activities from this week:

• Who should be part of setting the rules and regulations for public sector communication?
• Should there be a requirement to have community members included in the establishment of rules and regulations in public sector communication?
• Should police reports and other public documents be open for public release? Should current public records law be expanded or retracted?  

Comfort Systems USA, Inc. (NYSE:FIX) provides heating, ventilation and air conditioning (HVAC) installation, maintenance, repair and replacement services within the mechanical services industry. 

• The Company has 38 operating units in 72 cities and 86 locations throughout the United States. 
• The Company operates primarily in the commercial, industrial and institutional HVAC markets. In addition to standard HVAC services, it also provides specialized applications, such as building automation control systems, fire protection, process cooling, electronic monitoring and process piping. 
• The company is publicly traded on the New York Stock Exchange under the symbol ‘FIX’.

3.1.1.General Environmental (PESTEL) Analysis (2-4 pages): This section needs to include a
complete analysis of the general external environment. Please refer to figure 3.1 and Table 3.1 on pages 38-39 of your textbook (5th Ed.). You should explicitly analyze how any trend you identify in each of the segments in the external environment may affect the industry. You need to explicitly state the implications. For example, if the industry you are analyzing is personal computers and you see an expanding economy in some emerging economies, but a recession and declining disposable incomes in other economies, your analysis should include how these trends are likely to influence the personal computer industry. Do not discuss specific companies in this section. At the end of this section, you need to identify the industry top two driving forces (DFs). A driving force is an external environment change (e.g. change in a governmental policy or emergence of a new breakthrough technology) which may significantly change the rule of the game in the industry competition. Please refer to Table 3.2 and pages 52-54 of your textbook (5th Ed.).

* Political Segment

* Economic Segment

* Socio-Cultural and Demographic Segment.

Home

Part I includes an analysis of the general environment, the industry and the assigned firm’s competitors. You are expected to provide a specific definition of the industry and an in-depth analysis of the industry’s current and future outlook. Your focus in Part I is the external environment.

• Describe what an IRB is and how research is approved.  
• Comment on regulatory protections of human subjects in research, and most particularly when IRB approval is needed.  
• Include two examples of human research studies that went awry, and the lessons learned from those examples. 
• Your initial post must be a minimum of 300 words

HR CHALLENGE: NATIONAL LABOR RELATIONS ACT ANALYSIS

Introduction

Not all human resource specialists will have to navigate situations with unions and management, but all human resource professionals need to think legally. By studying a seminal case between management and the union, National Labor Relations Board v. General Motors Corp., 1963, you will gain background knowledge about the agency model of union membership and what the court defines as unfair labor practices. 

The habit of mind that you develop by studying and analyzing this case will serve you as you think about the legal ramifications of negotiations with employees and management on a wide range of issues.

Scenario

Your company is reviewing its approach to the National Labor Relations Act (NLRA). Your human resources team has been tasked with giving a presentation about the history of the NLRA that is appropriate for leaders as well as other human resource specialists in order to prepare them for ongoing discussions about the issues presented by NLRA for your company.

Your Challenge

You are a human resource specialist who has been tasked to present the key points from this case to various small groups of company leaders and other human resource specialists so that they have the background to discuss how the NLRA could impact your business.

Instructions

Based on key guidelines from the National Labor Relations Act (NLRA), analyze National Labor Relations Board v. General Motors Corp., 1963. Prepare a 4–6-slide PowerPoint presentation explaining and analyzing key elements of the case.

1. Read the National Labor Relations Board v. General Motors Corp., 1963case, noting the bulleted elements below.
2. Review the IRAC strategy for analyzing cases and apply those steps in your study of this case.
3. Prepare 4–6 PowerPoint slides that address the following: 

• Introduction. 
  • Summary of the events leading up to the case.
• Analyze General Motors’s position in the case. 
  • What was their position about ______? What was their rationale for their position? 
• Analyze the union’s position in the case. 
  • What was their position about ______? What was their rationale for their position?
• Analyze the role of the court in the case. 
  • What is the effect of the court’s decision on all organizations and unions?
• Analyze the relationship of the case with the NLRA. 
  • Consider case assertions, evidence, and findings.
• Evaluate the historical impact of this case on the union/management power struggle. 
  • What was the relationship before the case? Who was considered the winner in this case? How did the case affect future challenges?
• Assess how this case changed the relationship between management and all employees at GM, and in unionized organizations in general.

1. To support your assertions, cite specific examples from the case and from your other assigned readings. 
2. Record your presentation using Kaltura. The presentation should not exceed 6 minutes. Or another option is to write out the script of your presentation in the presentation notes section of each PowerPoint slide.
3. Review the HR Challenge: National Labor Relations Act Analysis Scoring Guide before submitting this assignment to ensure that you have thoroughly addressed the grading expectations of this assignment.

Submission Requirements

The deliverable for this assignment applies professional skills in Human Resources Management (HRM) to workplace situations that you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace.

• Prepare a 4–6 slide PowerPoint presentation explaining and analyzing key elements of the case.
• Use short phrases that are clear, comprehensible, and free of jargon for each bullet point.
• Include no more than three bullet points per slide if possible. Include APA-formatted in-text citations where appropriate
• Ensure your presentation is relevant to and easily understood by everyone in the audience. Remember, you will be speaking to people of all levels in the company.
• If you include a voice-over in lieu of presenter’s notes, your recording should be no longer than six minutes.
• Your written communication should be free of errors that detract from the overall message.
• Include an APA-formatted references slide at the end of the presentation, this is an additional slide at the end of the presentation, Slide 7.

Note: Your instructor may use the Writing Feedback Tool when grading this assignment. The Writing Feedback Tool is designed to provide you with guidance and resources to develop your writing based on five core skills. You will find writing feedback in the Scoring Guide for the assignment, once your work has been evaluated. Learn more about the Writing Feedback Tool on the course Tools and Resources page. 

SCORING GUIDE

Your Work will be evaluated using this criteria.

VIEW SCORING GUIDE

Competencies Measured

Competency 1: Apply legal thinking to human resource management issues in the workplace to ensure compliance. 

• Analyze both General Motor’s and the union’s position in the NLRB case.
• Analyze the role of the court in the NLRB v. General Motors case.
• Analyze the relationship of a case with the NLRA.

Competency 2: Evaluate the relationship between historical perspectives and events and the alignment of human resource management and the law. 

• Evaluate the historical impact of a case on the union/management power struggle.

Competency 3: Examine relationships between law, human resource management practices, and business activities.

• Assess how a court decision changed the relationship between management and employees in a case, and in unionized organizations overall.

Competency 6: Communicate clearly, accurately, and professionally in the HR field. 

• Support main points, assertions, arguments, conclusions, or recommendations with relevant and credible evidence.
• Apply APA style and formatting to scholarly writing.

Question 1

Mission statements represent the reason that an organization exists.

True

False

Question 2

Artifacts include an organization’s acronyms, manner of dress, and myths and stories told about the organization.

True

False

Question 3

In the encounter phase of organizational socialization,

employees’ values, skills, and attitudes start to shift as the new recruit discovers what the organization is truly like.

recruits anticipate realities about the organization and the new job.

people master critical tasks.

individuals resolve competing role demands.

individuals anticipate the organization’s need for someone with their skills and abilities.

Question 4

_______ are specific behaviors used to deal with a stressful situation.

Tertiary appraisals

Coping strategies

Secondary appraisals

Escape strategies

Primary appraisals

Question 5

Organizational climate is defined as the set of shared, taken-for-granted, implicit assumptions that a group holds and that determines how it perceives, thinks about, and reacts to its various environments.

True

False

Instructions

Read Application Case “Improving a College Recruitment Program,” and address the questions below (Heneman III, pages 260-262).

1. What topics should be covered in the training program?      Explain how the recruitment briefing conducted by Marianne could have been      more effective.
2. What materials and training aids will be needed for the      program? Tell why the materials and training aids would be needed. How did      you decide these would be needed? 
3. What skills should the trainees practice during the      training? Select the top two skills (in your opinion) and state why these      skills are more important than the others?
4. Who should conduct the training? Provide information to      support your answer.
5. What other changes might have to be made to ensure that      the training has a strong impact on the managers and that during the      recruitment process they are motivated to use what they learned in      training?

What topics should be covered in the training program? Explain how the recruitment briefing conducted by Marianne could have been more effective.