Unit 10 assignment Case begins with you applying Hofstede’s Cultural  Dimensions and Hall’s Communication Contexts to your own culture, then to another culture of your choosing. The remainder of the Unit 10  assignment Case is applying the three phases of cross-cultural preparation (page 477) to the Proctor and Gamble Case, “Successful  Management Requires International Experience Case” in Course Resources. 

• What can be classified as a grievance?
• Contracts will have specific steps for a grievance procedure; however, the basic framework includes a verbal discussion, a written discussion, a formal meeting, and arbitration. Discuss the importance of each step in the grievance procedure along with why steps cannot be skipped.
• The Bureau of National Affairs has sanctioned a test to determine whether just cause is satisfied. What are the questions that must be answered for justification?

Answer all questions, a minimum of 300 words each.

Please read and respond to the attachment(s).

Note: Only up to 20% of the written response content can be quotes from third parties.

 For each discussion, you must create one initial post and follow up with at least two response posts. For your initial post, do the following: 

 Write a post of 1 to 2 paragraphs. 

 Consider content from other parts of the course where appropriate. Use proper citation methods for your discipline when referencing scholarly or popular sources. 

Instructions

Introduction: Throughout this course, you will be working on a staged project researching a public policy issue as identified in your project proposal. At this point, you are being asked to present your findings and evaluation to your classmates and instructor.

Instructions: At this point, you will present your project to the instructor and your peers. Your presentation should include the following components:

1. An introduction to the policy issue and its background
2. Your methods and results from data collection
3. An evaluation of the impact of this policy, as supported by your findings. Include in your evaluation about how you would score this policy on the Public Value
4. Scorecard. If appropriate or relevant, consider including a Legitimacy and Support Perspective analysis of an Operational Capacity Perspective analysis as well
5. Recommendations regarding this policy and why you are making the recommendations
6. Conclusions based on your research, including any future research that may be needed

The Presentation should be 10-12 minutes in length. It should be narrated. Remember to be clear and professional in your delivery, as if you were delivering this to the appropriate governmental agency.

For some additional guidance on designing presentations, see the How to Design A Good PowerPoint Presentation page in this module. Remember that your presentation should be a narrated PowerPoint (or you may use Panopto or MoveNote). It helps to script what you are going to say before you narrate it.

You may submit your presentation as either a narrated PowerPoint or you may use Panopto or MoveNote to record it and submit this version. Instructions for recording your presentation as a video with these tools is available on the Recording a Presentation module page.

 Consider the examples of William Bratton and the NYPD and John James at the Minnesota Department of Revenue. What tracking and evaluation routines could be designed or put in place to let you know whether the actions of William Bratton or John James are succeeding? Offer one example of each and a brief explanation of why you think it would work. 

150 -200 words

URL: www.salary.com

Site Description: Salary.com offers compensation information by providing industry specific-links to a variety of salary surveys and sources. In addition to being a valuable source for competitive job pricing information, it is an excellent resource for individuals to find out the market value for their job, search for job opportunities, and educate themselves about how to become more marketable. The site also does a fine job of explaining the importance of identifying and understanding the components, other than base salary, which comprise total compensation.

Directions for exploring the site: Enter your job title or keyword into the search field (you can also add a location). If you are currently unemployed, use your previous job or a job you hope to have after graduation. The site will provide a list of different jobs that meet your title/keyword. Brief descriptions are also provided to help you figure out which one matches the best. You can select up to 3 jobs to compare salaries. You’ll have to click the job title (or if comparing multiple jobs, the “free salary data”) to see the results.

Questions:

How does your current salary compare to the national averages? What is the closest percentile (10, 25, 50, 75, or 90)? If currently, unemployed, what are the salary levels at the 25, 50, and 75 quartiles?

Has this research changed your level of satisfaction with your salary? If yes, how? If no, why not?

Much of the information presented at this site is targeted toward job seekers or employees. In what ways is this information specifically relevant for organizations and managers?

What did you think of the information/resources presented under the “Articles” section (under Personal menu tab)? Which recommendations/resources did you like most and least? Was the information sound? Was it useful? What additional topics do you think they should add?

For this assignment, write an essay that addresses each of the following points:

1. Choose five U.S. government policies that affect trade with foreign nations. Identify three factors of production, and describe how their mobility is good or bad for U.S. trade
2. Distinguish between absolute advantage and comparative advantage trade theories and give examples
3. Choose either the TPP or the T-TIP free trade agreement and describe which other countries have signed on and why the U.S. Senate should ratify or not ratify the agreement. Also, explain how regional trading groups influence organizations.

Your essay submission should be a minimum of three pages in length in APA style; however, a title page, a running head, and an abstract are not required. You are required to use at least two scholarly sources for this essay. Your responses to the three prompts must be in paragraph form. Be sure to cite and reference all quoted or paraphrased material appropriately in APA style.

HR Presentation on Talent Management in a Changing Organization: Part 3

Note: This Assignment consists of three parts. You submitted Parts 1 and 2 in Weeks 3 and 4. You will complete and submit only Part 3 this week.

You are an HR analyst for XYZ Corporation, and you have been tasked with the assignment of helping a company through a period of organizational change. Your client, Thoreau Enterprises, recently acquired several other companies in its industry. The organization has gone from being a $1 billion entity to a $15 billion entity as a result of these acquisitions. Though Thoreau Enterprises purchased the others, it was actually the smallest entity of the entire grouping. After meeting with Thoreau Enterprises’ company leadership, your Director, Jacob Wickham, has compiled notes on three main areas that need to be addressed: talent management needs, compensation, and the role of HR to lead change for the new organization. Following is a list of specific concerns that Jacob noted during the initial meeting:

• There are a number of “legacy” employees whose roles in the new organization have changed drastically as a result of the acquisitions. Many employees are unclear whether their jobs are going to be considered redundant or if they are “safe” in the new organizational structure. Rumors are spreading that everyone’s jobs are up for grabs, employees will have to re-interview to keep their jobs, and the severance packages for anyone laid off may not be as great as people are hoping for. Morale is low in this period of uncertainty.
• HR leaders are aware of the need to hire to fill certain functions, and it has come to light that job descriptions do not exist for all levels in the organization.
• In the past, employees were typically hired because they were referred by existing staff. Therefore, contemporary recruiting and hiring methods have not been utilized at Thoreau Enterprises.
• Compensation strategies need to be aligned across the new organization.
• With the merger of so many companies, no cohesive corporate culture has been established, and there are major employee morale issues, as stated above. In fact, the leaders of the new Thoreau Enterprises are unsure of what their company culture should be and need guidance for how HR can help them to establish this and lead them through this period of uncertainty and change.

Your director, Jacob Wickham, has asked you to put together a presentation on talent management, compensation, and the role of HR in helping to manage organizational change. After speaking with the client, Jacob has compiled a list of items that he wants you to cover in this presentation, which should include a title slide, References slide, and speaker notes for each slide that Jacob can use to present your points to the leaders of Thoreau Enterprises.

To prepare for this Assignment:

• Review this week’s Learning Resources and the scenario for this Assignment.
• Refer to the Academic Writing Expectations for 2000/3000-Level Courses as you compose your Assignment.

By Day 7

Submit Part 3 of your presentation, according to the following prompts.

Part 3: Addressing Organizational Changes (6–9 slides)

• Illustrate the role of HR in managing the talent pipeline during organizational change and restructuring. Provide at least three specific examples of HR functions that would apply to this type of situation. (1–2 slides) 
• Describe how HR can address the impacts of organizational change and restructuring on employee morale. In your response, identify at least two tools, methods, and/or strategies that HR can employ, including a brief rationale for each selection. (2–3 slides) 
• Identify at least three examples of legal challenges a company could potentially face during restructuring and explain how HR can help the organization avoid committing violations for each example. (3–4 slides)