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Unit VII Journal Training and Development 

Instructions

As a result of performance appraisal feedback, it is identified that training is needed. In preparing for the training, the need has been analyzed, designed, developed, implemented, and evaluated (ADDIE method). As the HR manager, it is your responsibility to assess the training efforts, to conduct the training, and to assess the outcome or success of the training. What are some recommended methods of assessment when it comes to meeting the legal concerns of training? In addition, which do you think is more driven by results? Please explain. Your journal entry must be at least 200 words in length. No references or citations are necessary.

Unit VII Journal

Instructions

Contrast the rights of public employees with private sector employees to organize and bargain collectively. What authority do the unions have in each sector? Do you feel there is a tendency in your home state to favor the rights of public employees or the private sector? Are unions celebrated, or is the emphasis on the right to work? Share your rationale. Your journal entry must be at least 200 words. No references or citations are necessary.

Unit VII Scholarly Activity

Instructions

You are a new union representative. Draft a memo requesting copies of documents, policies, and procedures the union has in place so you can begin your job effectively. Be sure to indicate the importance of these documents on your position. 

Your memo should be at least one full page. Below is a suggested format for the memo: 

To: (Include the name of the supervisor and any others to whom the memo needs to be sent)
From: (Your name and role in the organization/union)
Date:
Re.: Specify the Topic (In this case—Requesting specific documents, policies, and procedures pertaining to your role as the new union representative)
Request: Include paragraph explaining your request (For example: “I am compelled to express concern about how we at ____ Company handle issues related to equal employment opportunity and sexual harassment prevention laws. In an attempt to do my job efficiently and effectively, I respectfully request the following documents, policies, and procedures that reflect our organization’s efforts to affirm equal employment opportunity and those documents that reflect the organization’s sexual harassment prevention efforts:”)
Name of document
Name of document
Name of document Requested date: (when would you like to meet with the company leadership to discuss the documents?) 

Be sure close the memo with a sincere thank you for the cooperation of the person(s) to whom the memo is addressed and a desire to work together often in the future. References and citations are not necessary for this assignment.

Unit VIII Journal

Instructions

Discuss how you can apply the concepts learned in this course to your current or future career. How might the lessons you have learned positively influence your career success? Your journal entry must be at least 200 words. No references or citations are necessary.

Unit VIII Scholarly Activity

Instructions

Write a letter to the current United States President, and put forth arguments regarding why you support or are against an increase in minimum wage. In your letter, discuss whether managers should be given a higher minimum wage or be paid overtime. Address what the minimum weekly salary should be for bona fide executives, administrators, or professionals. 

Your letter should be at least one full page and cite at least one reference from the CSU Online Library. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying APA style citations. Draft the letter using proper, formal letter writing format. Click  here to view the Writing Center’s example of a business letter.

• Inside addresses
• Formal greeting
• Introduction
• Purpose for the letter
• Rationale for your request and research to support your opinion and ideas
• Respectful appreciation for the president taking the time to consider your suggestions
• Formal closure including your name

Prepare an essay response at least one page in length that answers the following questions:

• What is the European Union’s Social Charter?
• Why is it important for U.S. firms dealing with European unions to be aware of this?

 What problems do you face during manpower planning? 

Assignment Overview

For this Case study, we will be looking at a fictional case of a manager caught between a rock and hard place. Nick Cunningham is a manager at Synergon, a high-powered company involved in purchasing poorly managed companies and then restructuring them to become more profitable. However, Synergon has now purchased Beauchamp, Becker, and Company, which is a well-managed and highly profitable company.

Nick is in an awkward position because he is in charge of managing this merger, but he also knows that the success of the merger is dependent on Beauchamp’s managing director and other top leaders remaining in their positions and continuing their solid work. However, Nick’s bosses are not known for taking a conciliatory approach towards companies they purchase and usually force major changes on any company that they acquire. Predictably, Nick is faced with a threat of retirement by Beauchamp’s managing director Julian Mansfield due to Synergon’s strict policies and approach.

Before beginning the Case Assignment, make sure you have thoroughly reviewed the tutorial and textbook readings from the background materials. Pay special attention to readings on causes of conflict, types of conflict, and conflict management styles. For this assignment you will need to apply concepts from the background materials to this fictional case.

Case Assignment

Once you have finished reviewing the background materials, take a look at this following article and think about how the concepts from the background materials apply to this fictional case:

Cliffe, S. (1999). Can This Merger Be Saved? Harvard Business Review, 77(1), 28-44. [EbscoHost]

Then write a 4- to 5-page paper addressing the following questions:

1. Do you think this conflict that Nick Cunningham faces is functional or dysfunctional? Explain your reasoning, and cite Bauer and Erdogan (2011) or Luthans et al. (2015) in your answer.
2. What is the source of this conflict? Use the terminology from Bauer and Erdogan (2011), or Luthans et al. (2015) in your answer. For example, is this conflict a result of relationship/interpersonal issues? Or from tasks/roles? Other?
3. Of the five styles of conflict management discussed in Shearhouse (2011) or Bauer and Erdogan (2011) which one do you think would be the best approach for Nick Cunningham to take?
4. What other advice would you give Nick Cunningham based on the concepts discussed in any of the background readings?

Assignment Expectations

• Case Assignments are to be prepared in Microsoft Word and should be 4 to 5 pages in length, in addition to a cover page (course name and number, module number, session name, student name, and date prepared) and a reference list. The paper should be double-spaced, using 12 pt. type in the Times New Roman font. It should consist of a 2- or 3-sentence introduction, a body, and a 2- or 3-sentence conclusion and use Trident University International’s cover page. The reference list page must be in APA format.
• Assignment content should include a brief introduction to the assignment, background information about the organization being studied, and discussion in terms of the concepts or theories being applied in the assignment.
• Use headings and subheadings to improve presentation values.
• Include both a References page and in-text citations. See the Student Guide to Writing a High-Quality Academic Paper, including pages 11-14 on in-text citations. Attention is to be given to citing sources of information in text as well as in the References page at the end of the paper. Citation and reference style instructions are available at https://owl.english.purdue.edu/owl/resource/560/10/ or at APAstyle.org.
• Submit your report in the Case dropbox for this module on or before the date due, as indicated on the TLC Homepage.
• Since you are engaging in research, be sure to cite and reference the sources in APA format. The paper should be written in the third person; this means words like “I,” “we,” and “you” are not appropriate. For more information, see Differences Between First and Third Person.

ODC 2

Primary Task Response: Within the Discussion Board area, write 400–600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas. 

You have completed Part 1 of the Organizational Change Action Plan. This week, you will begin to work on Part 2 of the plan. References and appendices will be worked on throughout the course.

Based upon the course readings, supplementary materials, and your own literature search via the CTU online library, provide the following for discussion:

• Review and  analyze the academic literature of organizational change and development.
• Provide at  least 2 scholarly resources to support your response. 

Use the LIBRARY or the MGMT Doctoral Library for help.

Response 1

 Danielle Norman RE: Week 2 DiscussionCOLLAPSE

Hello Professor and class,

Human Resources Management

• In your experience, does this quote ring true? 

In my experience, this quote rings true because the most innovating and engaged people are not always those who are hired based on how good of a “cultural fit” they are. Hiring people regardless of how common their attributes are ensures a firm tackles the issue of diversity. Talent is not fixed, but rather it is contextual (McCord, 2018). Essentially, a great hiring strategy is one that ensures that it delivers a diverse array of skillsets and opinions.

• Describe an example of a hire you were involved in that supports your position. You may have been the HR recruiter, the hiring manager, part of an interview team, or the candidate. 

 I was once involved in a hire as a candidate for a small startup firm that needed a small team to help with its expansion. The role required minimal work experience but presented an opportunity to gain a lot of real-world experience. 

• Explain clearly what made the hire expected or unexpected. 

What made this particular higher expected was that it followed the conventional rule of hiring strategy. Essentially, the firm advertised in a local newspaper and social media, while the vetting process was standard. However, what made it unexpected was that there was a final stage where an oral interview was administered in a group setting. In order to make a great hire, the interviewers did not conduct individual interviews, so as to evaluate how different individuals reacted to a hypothetical business crisis while facing divergent views from their peers. The group setting also lightened the mood by helping everyone to relax through humor, which is the number one form of self- expression for the millennial generation (Dhawan, 2016)

• In addition, comment on whether or not the workforce strategy of your organization aligns with the mission. If not, what can they do differently?

The workforce strategy of my organization does not align with its mission. According to Bamford (2019), over 60% of employees do not know the mission, values, or vision of the companies for which they work. This is the same case in my organization, where a significant portion of the workforce struggles with low morale due to a disconnect with the company’s strategic direction. To fix this challenge, the firm should regularly review its strategies and revise them based on current information. In addition, it should also improve it communication strategies across all levels. 

Bamford, A. (2019, October 3). Three steps to align your workforce to your strategic plan. Retrieved October 11, 2020, from https://www.bizjournals.com/portland/news/2019/10/03/three-steps-to-align-your-workforce-to-your.html

Dhawan, E. (2016). Recruiting Strategies for a Tight Talent Market. Harvard Business Review.

McCord, P. (2018). How to hire. Harvard Business Review, 90.

Response 2

 Chetan Doshi RE: Week 2 DiscussionCOLLAPSE

In my experience, Patty’s statement or quote is true.  I have been involved in several interviews as the hiring manager. 

Current organisation does not have a structured way of interview or interview process. Interview process usually involves a talent acquisition team soliciting resumes, screening it with a functional head, setting up interviews. There is no prescribed format of questionnaire, however each interviewer is expected to rate the candidate based on companies core values.  Interviewing team usually consists of the hiring manager, HR representative and the hiring manager’s manager.

Recently for one of the senior positions in R&D, leading a team of about 45 scientists, an underperforming team. This was one of the strategic positions within R&D as the pipeline of the company depends on the performance of this position and hence the individual.(2) The team had issues about decision making, problem solving and strategic thinking, though the team had members who were strong in technical skills.

Several resumes were shared by the talent acquisition team. Very impressive resume with almost all of them with very impressive work background, sound technical skills , and great personality or good interviewing skills. Candidates would give perfect answers for the behavioural questions. However, the need was to find a leader ( a candidate with soft skills) with sound technical skills. It was difficult to decide and narrow down on a suitable candidate.

A psychometric test taken by these candidates revealed none of them were matched for several competencies. We came across one candidate, who was not having an experience from big and reputed companies, during the interview personality, verbal communication, and appearance did not indicate him to be a leader. However, his psychometric test results turned out to be excellent, indicating key leadership competencies and was found to be complementing the teams strengths and weaknesses. This individual was hired in January November 2019 and the outcome so far is very good. Team’s performance has significantly improved.

For another role as a packaging development manager,  the need was to find a candidate with specific technical skills along with a collaborative and influencing attitude. Amongst several candidates, one candidate with relatively less experience and limited exposure was selected. However, the individual was good at the networking, which helped in gathering necessary information and resolving strategic issues. Thereby , enabling progress of projects to the desired outcome. However, the candidate was too talented for the job role within the organization and left the organization just before the completion of the probation period. 

Talent acquisition team did engage the hiring manager fully in the process. Hiring manager treated the recruiter as a business partner.  Compensation package was good enough to attract the new hires and was adjusted to meet the best candidate’s expectations (1) Talent acquisition teams were not always in recruiting mode. It worked based on the requisition created by the managers. Team usually used recruiting agencies for getting resumes.(3) None of the work rules, as defined by Bock, were followed to hire the best (4). 

References:

1. Patty McCord;  How to Hire , HBR Jan – Feb 2018
    
2. Week 2 Lecture notes – Identifying Your Strategic Positions.
    
3. Erica Dhwan; Recruiting Strategies for a tight talent market, HBR April 2016
    
4. Bock, Chapter 4: Searching for the best

Read the case study titled “Revitalizing a Brand”, located in the online course shell. Use the Internet or Strayer databases to research the branding and communication strategies of one (1) health services organization that is similar to the health services organizations mentioned in the case study.

Write a four to six (4-6) page paper in which you:

1. Describe the current marketing communication, identity, and brand position of Plaza Home Health Services.
2. Conduct a Strengths Weaknesses Opportunities Threats (SWOT) analysis associated with the current marketing communication, identity, and brand position of Plaza Home Health Services.
3. Assess the importance of benchmarking in Plaza Home Health Services’ development and implementation of an effective brand strategy (marketing communication, identity, and brand position).
4. Compare branding and communication strategies of a similar health services organization with that of Plaza Home Health Services. Determine whether or not Plaza Home Health Services should apply additional best practices into its current branding and communication strategies. Provide a rationale and support for your response.
5. Use at least five (5) quality academic resources. Note: Wikipedia and other Websites do not qualify as academic resources. 

Your assignment must follow these formatting requirements:

• Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
• Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

• Examine the marketing research process and market segmentation strategies in the health care industry.
• Analyze business planning based on an analysis of domestic and global operating environments, market dynamics (supply and demand), commercialization, and product-market expansion.
• Explain how branding strategies apply to the health care market for existing and new products.
• Determine the marketing communications strategy used in health care services.
• Use technology and information resources to research issues in health services strategic marketing.
• Write clearly and concisely about health services strategic marketing using proper writing mechanics.

3 questions to be solved.

Each question 1full page or at least 3/4 of the page 

The instruction are below:

reply to the students’ response and not the question  in 150 words minimum and provide 1 reference. Respond to the students response as though you are talking to them, use name 

question-

Jason works for a car rental agency. Part of his religious observance is to pray several times per day.  He approaches Supervisor Jan with a request for two additional 10-minute breaks per day in order to engage in prayer.

Instructions: Please write in essay format.  Include the guidance below in your analysis:
a) Set forth the federal statute and/or theories of law that are applicable.
b) Identify the legal issue(s) that exist.
c) Apply the facts of the case to the elements of the law/theories of law.
d) Cite a case in the text which is on point with the scenario, or compare and contrast with a case in the tex

students response

The federal statute that is applicable to Jason’s scenario is Title VII of the Civil Rights Act of 1964.  The federal statute states:  “The term ‘religion’ includes all aspects of religious observance and practice, as well as belief” (Bennett-Alexander & Hartman, 2019, p 543).  Although religion is considered a protected class under Title VII, there are specific guidelines.  “Unlike the other categories included in Title VII, there is not an absolute prohibition against discrimination on the basis of religion. Rather, under Title VII, we see for the first time a category that has built into it a duty to reasonably accommodate the employee’s religious conflict unless to do so would cause the employer undue hardship.” (Bennett-Alexander & Hartman, 2019, p 540).

Under Title VII Jason has the right to to request reasonable accommodations for two additional 10-minute breaks regarding his religious belief of prayer.  “The U.S. Supreme Court has held that, in attempting to accommodate the employee, all that is required is that the employer attempts to make a reasonable accommodation” (Bennett-Alexander & Hartman, 2019, p 549).  Some examples of reasonable accommodations would be “Modifications to workplace practices, policies or procedures, such as flexible scheduling, voluntary substitutions, swaps, job reassignments and lateral transfers” (SHRM,  2015). 

If the car agency does not apply their duty to reasonably accommodate for the two additional breaks, Jason would have a basis to file a Failure to Accommodate claim.  A similar case  “Tyson v. Clarian Health Partners, Inc., the employer was faced with what to do with a Muslim employee working in the hospital who used an empty hospital room to perform her ablutions (ritual washing up) before praying, in violation of hospital rules”(Bennett-Alexander & Hartman, 2019, p 542).  This case is similar that both needed reasonable accomodations .  Fatou Tysons case [“Tyson v. Clarian Health Partners, Inc.]  did have the following claims against the employer: 1) Failure to Accommodate, 2) Discharge Based on Religion and 3) Harassment. The court held that the employer failed to reasonably accommodate the employee’s religious conflict as to the ablutions, but not the prayer.  Clarian provided Tyson with multiple spaces she could pray during working hours.   “The undisputed evidence shows that Clarian offered and Tyson accepted a reasonable accommodation that enabled her to pursue her practice of prayer throughout the course of her employment”(CaseText, 2014). 

The U.S. Supreme Court has held that, in attempting to accommodate the employee, all that is required is that the employer attempt to make a reasonable accommodation (Bennett-Alexander & Hartman, 2019,  p549).  Therefore, Jan [Jasons supervisor]  should accommodate Jasons request for two additional 10 minute breaks.  As the case of Tyson V. Clarian Health Partners, Inc, these additional breaks are Jasons Title VII rights under religious belief in prayer.   In addition,  the breaks are a  “reasonable” request and does not appear to  cause “undue hardship” for the employer.  

References

Bennett-Alexander, D., & Hartman, L. P. (2019). Employment law for business.      McGraw-Hill Education.

Case Text (2014)  Tyson v. Methodist Health Group. CaseText.       https://casetext.com/case/tyson-v-methodist-health-group

Society for Human Resource Management (2015) Accommodating Religion, Belief and Spirituality in the Workplace. SHRM. https://www.shrm.org/resourcesandtools

/tools-and-samples/toolkits/pages/accommodating-religion,-belief-and-spirituality-in-the-workplace.aspx