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Research the federal family policies provided in Sweden and compare and/or contrast this to what is provided on the federal level in the United States.

Present your findings and conclusions in a full 2 page typed, double spaced.

I WANT YOU GUYS TO GO TO LINKEDIN LEARNING AND WATCH ALL OF THESE COURSES BELOW AND DOWNLOAD ALL THE EXERCISE FILES AND COMPLETE ALL OF THEM AND SEND THEM IN PDF. I WANT GOOD QUALITY INSTEAD OF QUANTITY.

1.MASTERING SELF MOTIVATION BY SELENA REZVANI. (1 to 4 attachments)

2. DEVELOPING SELF AWARENESS BY GEMMA LEIGH ROBERTS (SELF MANAGEMENT).(5 to 10 attachments)

3.MANAGING TEAM CONFLICT BY HENNA INAM (TEAM MANAGEMENT)(11 to 16 attachments)

EEO Violations

Instructions:

Successful and unsuccessful full EEO lawsuits are becoming more common and the details of each case are more accessible today because of the Internet and public interest. Examining these lawsuits can be helpful to HR managers to better understand the types of situations that may occur and as a means to evaluate their own procedures against the current judicial theory.

• Considering this please address the following prompts in your discussion:
  • Use the internet to find a lawsuit involving a company’s violation of federal or state equal employment opportunity laws. In two paragraphs, summarize the case, including what happened. Include reference(s) to the case.

Please be sure to validate your opinions and ideas with citations and references in APA format.

Chapter 15 of our text talks about bucks for behavior.  We’ll be introduced to the notion that the type of behavior we reward is the type of behavior we will get.  Take a moment to contemplate this concept then look at your own or previous employers and the “bucks” you received.  What kind of behavior did the rewards you received prompt in you?  Emma wants to have a discussion on what kinds of behaviors various types of rewards will elicit in CM Tech employees.  

• In your initial discussion post share with your classmates three types of rewards (base pay, overtime pay, profit bonus, sales bonus, project bonuses, piece pay, vacation, the sky is really the limit.) and what kind of behavior you think each type of reward would elicit from CM Tech employees.  Do you think those three would be effective?  Why or why not?  In your responses to your peers expand on your agreement or disagreement with the behaviors the types of rewards would elicit and share any experiences you have had with the reward types the group has shared.
• Support your initial post with at least one scholarly reference.    

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.

Respond to the following in a minimum of 175 words: 

• Discuss the following statement from Principles of Economics: “Because the environment is fragile and natural resources are finite, ultimately economic growth must come to an end.”
• Explain why, in any period, a country’s net capital inflows equal its trade deficit? Include examples.

** Classmate Responses Attached**

175 words to Discussion Post

125 Words Per Classmate Response (250 in total)

I need an APA formatted PowerPoint Presentation on the topic called  ‘develop compensation and benefits package that you would like to be offered from your organization’.  I need 6 – 7 PPT slides along with the notes on each slide having more than 100 words of notes for each slide and need at least 5 – 6 references and the whole ppt should be in APA format without any plagiarism. 

Question 1: Systems Development Life Cycle (SDLC)

Part A (Chapter 4)

1. Think about the improvements you would make to your current or previous organization’s Resource Information Systems (HRIS). Review the Systems Development Life Cycle (SDLC). Explain the system needs and provide a few details on what you would do during each phase of the SDLC.

Part B (Chapter 5)

2. Based on your system recommendations from Part A, make a brief proposal request to a vendor (see vendors on page 110, Table 5.3) using the information from Table 5.2 as a guide.

Question 2: “Self-Assessment Surveys and Development of Leadership Talent”  Please respond to the following:

• Debate the usefulness of self-assessment surveys to determine employees with high potential within the organization. Create a list of five (5) critical areas in which high-potential candidates would assess themselves to be included in the talent pool for promotion and discuss how you would use the assessment.
• Leadership talent is an organization-wide goal. Discuss how the responsibilities of the development of leadership talent should be partitioned among Human Resources staff and line managers. Be sure to address both the identification and development of future leadership.

Supplier Stakeholder Ethics

An integral part of Walmart’s operational efficiency is its ability to partner with suppliers in order to purchase merchandise and reduce costs of packaging and shipping. Review the Walmart Case Study in our text book (pages 408-409) and identify at least 2 issues that may negatively impact relationships with supplier stakeholders. Be specific.

Here’s the Case Study:

Relationships with Supplier Stakeholders

Walmart achieves its “everyday low prices” (EDLPs) by streamlining the company. Well known for operational excellence in its ability to handle, move, and track merchandise, Walmart expects its suppliers to continually improve their systems as well. Walmart typically works with suppliers to reduce packaging and shipping costs, which lowers prices for consumers. Since 2009, the company has worked with The Sustainability Consortium, an association of businesses that helps its members achieve sustainability goals, to develop a 

measurement and reporting system known as the Walmart Sustainability Index (discussed in further detail later in this case). Among its many goals, Walmart desires to use the Sustainability Index to increase the sustainability of its products and create a more efficient, sustainable supply chain.

In 2008 Walmart introduced its “Global Responsible Sourcing Initiative,” a list pro- viding details of the policies and requirements included in new supplier agreements. In 2012 then-CEO Mike Duke expanded upon these initiatives to set improved goals for increasing the sustainability of the company’s supply chain. He highlighted four main sustainability goals: (1) by 2017, purchase 70 percent of merchandise sold in U.S. Walmart stores and Sam’s Clubs from global suppliers that use the Sustainability Index to assess and share information about their products; (2) use the Sustainability Index as a model for U.S. private brands; (3) apply new evaluative criteria for key sourcing merchants to encourage sustainability to become a more important consideration in buyers’ daily jobs; and (4) donate $2 million to fund The Sustainability Consortium.1*If fully achieved, these goals will increase the sustainability of Walmart suppliers significantly. Company leaders stated Walmart was moving into “phase three” of its sustainability plan, which will involve “reshaping] entire systems” toward achieving sustainability goals. Further details have not yet been revealed.

Some critics of Walmart’s approach note that pressure to achieve its standards will shift more of the cost burden onto suppliers. When a supplier does not meet Walmart’s demands, the company may cease to carry that supplier’s product or, often, will be able to find another willing supplier of the product at the desired price.

Walmart’s power over its suppliers stems from its size and the volume of products it requires. Many companies depend on Walmart for much of their business. This type of relationship allows Walmart to significantly influence terms with its vendors. For example, Walmart generally refuses to sign long-term supply contracts, giving it the power to easily and quickly change suppliers at its discretion. Despite this, suppliers will invest significantly into long-term strategic and business commitments to meet Walmart demands, even without any guarantee that Walmart will continue to buy from them. There are cor- responding benefits to being a Walmart supplier; by having to become more efficient and streamlined for Walmart, companies develop competitive advantages and are able to serve their other customers better as well. Numerous companies believe supplying Walmart has been the best thing that has ever happened to their businesses. However, many others find the amount of power Walmart wields to be disconcerting.

The constant drive by Walmart for lower prices can negatively affect suppliers. Many have been forced to move production from the United States to less expensive locations in Asia. In fact, Walmart is considered to have been one of the major driving forces behind the “offshoring” trend of the past several decades. Companies such as Master Lock, Fruit of the Loom, and Levi’s, as well as many other Walmart suppliers, moved production overseas at the expense of U.S. jobs. Some experts now estimate as much as 80 percent of Walmart’s global suppliers are stationed in China. The challenges and ethical issues associated with managing a vast network of overseas suppliers will be discussed later in this case.

This offshoring trend was not founder Sam Walton’s original intention. In the 1980s, after learning his stores were putting other American companies out of business, Walton started his “Buy American” campaign. More recently, Walmart launched a “Made in America” initiative, pledging to increase the amount of U.S.-made goods it buys by $50 billion over the next 10 years and developing agreements with many suppliers to move their pro- duction back to the states. Critics argue Walmart is merely putting a public relations spin on the fact that rising wages in Asian countries and other international economic changes have actually made local production more cost-efficient than outsourcing for many industries. They also point out that $50 billion is a veritable “drop in the bucket” considering Walmart’s size. Still, the symbolic effect of Walmart throwing its considerable influence behind “Made in America” is likely to spur many suppliers to freshly consider or speed up plans to bring production back to the United States.

Ethical Issues Involving Employee Stakeholders

EMPLOYEE BENEFITS Much of the Walmart controversy over the years has focused on the way the company treats its employees, or “associates” as Walmart refers to them. Although Walmart is the largest retail employer in the world, it has been roundly criticized for paying low wages and offering minimal benefits. Walmart has been accused of failing to provide health insurance for more than 60 percent of its employees. In a memo sent to the board of directors by Susan Chambers, Walmart’s executive vice president for benefits, she suggested Walmart could slow the rise of benefits costs by hiring “healthier, more productive employees,” as well as more part-time workers (who are less likely to be eligible for health care benefits). After this bad publicity, between 2000 and 2005 Walmart’s stock decreased 27 percent.

As a result of the deluge of bad press, Walmart took action to improve relations with its employee stakeholders. In 2006 Walmart raised pay tied to performance in about one- third of its stores. The company also improved its health benefits package by offering lower deductibles and implementing a generic prescription plan estimated to save employees $25 million. Walmart estimates over 75 percent of its employees have insurance (though not always through Walmart). Walmart is quick to point out that the company’s health care benefits are competitive in the retail industry.

Despite these improvements, a Walmart policy eliminated health care coverage for new hires working less than 30 hours a week. Walmart also stated that it reserves the right to cut health care coverage of workers whose work week falls below 30 hours. Some analysts claim that Walmart might be attempting to shift the burden of health care coverage onto the federal government, as some employees make so little that they qualify for Medicaid under the new Affordable Care Act. It is important to note that Walmart is not alone in this practice; many firms are moving more of their workforces to part time, and cutting benefits to part-time workers, to avoid having to pay health care costs. However, as such a large employer, Walmart’s actions are expected to have more of a ripple effect on the economy.

Another criticism levied against Walmart is that it decreased its workforce at the same time it expanded. In the United States, Walmart decreased its workforce by 1.4 percent while increasing its number of retail stores by 13 percent. Employee dissatisfaction often translates to customer dissatisfaction. With fewer employees it is harder to provide quality customer service. This led some customers to complain of longer lines and fewer items on shelves. In the 2014 American Customer Satisfaction Index, Walmart tied for lowest among discount stores and department stores. Walmart claims the dissatisfaction expressed by some customers is not reflective of the shopping experience of customers as a whole.

Instructions

Purpose:  

The purpose of the Environmental Scanning Article Review Assignment is to help students synthesize their understanding of the HRM3150 course outcomes to the current, real-world, HR environment of business.

Instructions:

• Research a current event article related to the assigned topic. Students should focus their research on relevant HR trade publications such as HR Magazine and Workforce Magazine.o Topics:▪ Article Review 1 – Legal and Ethical Issues of Performance Management▪ Article Review 2 – Measurement Tools for Performance Management▪ Article Review 3 – Rater Errors in Performance Management▪ Article Review 4 – Coaching to Improve Work Performance• Prepare a two-three paragraph summary of the article.• Explain in an additional two-three paragraphs your understanding of the article as it relates to the assignment topic.• Explain in an additional one-two paragraphs whether you agree or disagree with the author and why.• Explain in the final one-two paragraphs how knowledge of this topic will help you in your future HR career.

Format:

The completed assignment must be prepared in APA format, including the title page, reference page, and in-text source citations. The Article Review will consist of 6-10 paragraphs of body – approximately 1000-1500 words total, not including title and reference pages.