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Please read and respond to the attachment.

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

Read the case “Cutting the Budget of the Harristown Family Service” in Appendix 5 of the Grobman textbook (pp. 421-428) and write a 4-6-page case analysis addressing the seven discussion questions 

link for the case: 3 pages

 https://www.socialworker.com/nonprofit/management/The-nonprofit-management-casebook-cutting-the-budget-of-the-harristown-family-service/

 You will use the Q& A format for this case analysis, and keep in mind that you need to elaborate your answers, which means that I expect your answer to each question to be at least a paragraph and not a short sentence or bullet points.

The case analysis should be double-spaced, in a 12-point Times New Roman font, and with 1-inch margin.

The grade for this case study assignment is based on the originality, insightfulness, and overall quality of your analyses. Other factors in your grade are (1) adherence to any guidelines distributed in class; (2) style, grammar, reference of the paper; and (3) your ability to express critical thinking.

Questions:

1. Make a list of the serious suggestions made for increasing income and cutting expenses mentioned in this meeting. What are the benefits and limitations of each?

2. Had you been in this meeting, what other suggestions might you have offered?

3. For the most part, Sarah handled Sean’s inappropriate comments by simply ignoring him. What message did that send to the others in the meeting? How would you have handled someone like Sean?

4. Was it appropriate to have every staff member in the room to discuss what strategies might be employed to close the budget deficit? What are the costs and benefits of doing this rather than simply having professional staff hammer out the recommendations it will make to the board?

5. When an organization is in crisis, how much information should be shared with all staff members who might be affected by management decisions? Under what conditions might it be considered ethical for organizational leadership not to be completely honest with staff?

6. What are the pros and cons of HFS considering applying for grants that are “not quite consistent with our core mission”?

7. Discuss the costs and benefits of accepting or seeking donations from convicted felons.

Consider the laws that have been passed after major disasters and the programs that have been initiated to improve emergency management by reviewing the following documents. 

Review the following documents by clicking the links provided. 

Federal Emergency Management Agency. (n.d.). Sandy Recovery Improvement Act of 2013. Retrieved from ` https://www.fema.gov/disasters/sandy-recovery-improvement-act-2013

Kennell, P. M., Nassi, S. P., & Westerfield, R. R. (2016). Four years after Sandy, storm resiliency lags. Risk Management, 63(8), 4–6. 

Then, write an essay that addresses the following questions. 

• Identify and discuss the strengths and weaknesses of the public and private sectors that collaborated during the preparedness and response phases to the affected states. 
• Based on the Sandy Recovery Improvement Act of 2013, identify and discuss some of the legislative actions to improve emergency preparedness and response. 
• In your opinion, did the changes identified in the Sandy Recovery Improvement Act of 2013 do enough to ensure stronger preparation and response efforts in the event of a similar disaster in the future? 

While not required, the following resource may assist you in your review of the efforts following Hurricane Sandy. 

Federal Emergency Management Agency. (2013).  Hurricane Sandy FEMA after-action report. Retrieved from https://www.fema.gov/media-library-data/20130726-1923-25045-7442/sandy_fema_aar.pdf

Your submission should be a minimum of three pages, not including the title and reference pages. Your essay should contain an introduction and be well organized, with clear evidence of critical thinking. All sources used should be properly cited. Your paper and all sources used should be formatted in APA style.

Instructions

Select an existing  company in your community, and think about applying the  political, economic,  social, and technological (PEST) analysis to this company.  Explain how you would  use the PEST tool to assist marketers in analyzing the  external environment in  which they are operating.  

Your journal entry must be at least 200 words. No  references or citations  are necessary. 

Business/Organization Profile and Analysis

The Critical Thinking assignments in this course build upon each other to help you complete the final Portfolio Project, an instructional design blueprint for a business or organization. In this step, you will research and select the business or organization you plan to use in your Portfolio Project.

Ideally, you will select a real business or organization because this will provide you with the opportunity to solve real-world problems and practice dealing with the complexities of organizations that grow and change in response to multifaceted issues. This step may require additional research to ensure that you can obtain all the information needed to complete the profile.

Complete the sections for Module 2 in the Portfolio Project template (linked below) which detail the following information:

• Name the proposed design model (you named one in your Module 1 Critical Thinking assignment; you can use that one or a different one if you have changed your mind based on instructor feedback or new research).
• Determine the business/organization you want to build your instructional design blueprint (see Portfolio Project) for. In order to make your learning as meaningful and real-world as possible, your business/organization should be a real one. However, if this is not possible, you can create an imaginary one.
• Provide a brief business/organization profile and analysis that includes the following:
  • Name of business/organization
  • Business strategy (mission, values, and goals)
  • Business drivers
  • Organizational culture
  • Environmental factors affecting the organization.

After completing these parts of the template, indicate why the instructional design model you selected aligns well with this organization. If you have decided to change your mind from your original plan in Module 1, fill in the new model you plan to use and complete this section as outlined above.

Organizations are increasingly operating in ambiguous yet dynamic environments.  Do these new organizational environments dictate more or less human resource planning activity? Why or why not? Support your answer.

1. Locate and briefly summarize a case decision where an employer or union was found guilty of bad faith bargaining (or not!). 

2. Explain whether you agree or disagree with the outcome. Why or why not?

3. Make sure to post the URL and the full APA reference.

4. Initial comments to this discussion topic are due by midnight Saturday and you must substantively respond to at least TWO student’s comments in this discussion topic no later than 10pm Tuesday. See Discussion Expectations for rules on discussion requirements.

• Collective Bargaining
   
• NLRB Collective Bargaining
   
• NLRB Good Faith Bargaining

The four key functions of human resource management consist of planning, acquisition, development, and sanction (PADS). Every function plays a crucial role in recruitment, retention, and separation. Planning involves “budget preparation” and “workforce planning” such as “performance management, job analysis, and pay and benefits” (Klinger, Nalbandian, and Llorens 2018, 3). Planning function is “necessary to timely and properly manage the human resource to achieve the organizational needs” (Maharjan 2018). Acquisition denotes recruitment and selection of employees. This function “makes availability of right person in right number at right time at right job” (Maharjan 2018). Development deals with training, performance evaluation, and motivating employees. Development function enables “individuals in organizations to perform current and future jobs through planned learning activities” (HR Software Solutions 2017). Sanction maintains expectations and obligations of employer and employees through rules, regulations, rights, and laws. Sanction function regards “discipline, grievances, health and safety, and employee rights” (Klingner and Sabet n.d., 4). In addition to its roles in recruitment, retention, and separation, all four functions are necessary in pursuit of human capital management, which is the key to maximize productivity in the contemporary human resource management. Another important element which human resource managers must consider is traditional values: political responsiveness and representation, efficiency, employee rights, and social equity. Human resource managers need to ensure that PADS would meet these values. Human resource management “in the United States may be described as a dynamic equilibrium among these competing values, each championed by a particular personnel system, for allocating scarce public jobs in a complex and changing environment” (Klingner and Sabet n.d., 3). The more category of employment diversifies, the more complex human resources management’s consideration of values becomes. Nonetheless, “’public administration’ requires balancing the values in legislative work, implementation, and even in the judicial arena” (Klinger, Nalbandian, and Llorens 2018, 348). PADS are “the core of administrative processes and values” (Klinger, Nalbandian, and Llorens 2018, 350). Further, PADS are imperative in order to create, maintain, and improve a reliable and effective workforce and to achieve human capital management. Therefore, all four functions are equally important.

References

Human Resources Software Solutions. 2017. What is Human Resources Development (HRD)? http://hrssolutions.com/human-resources-development-hrd/

Klinger, Donald E., John Nalbandian, and Jared Llirens. 2018. Public Personnel Management 7th Edition. New York: Longman.

Klingner, Donald E., and Mohamed Gamal Sabet. n.d. Contemporary Public Human Resource Management System: Patronage, Civil Service, Privatization, and Service Contract. Encyclopedia of Life Support Systems. https://www.eolss.net/Sample-Chapters/C14/E1-34-05-01.pdf

Maharjan, Palistha. 2018. “Functions of Human Resource Management.” Businesstopia. https://www.businesstopia.net/human-resource/functions-human-resource-management

Respond to this

 At least three pages in length (not counting the title page and reference page). 

5 references and answering the following questions listed in the attached document. 

Resources: Employment Law for Business, Ch. 2, 3, 6, & 7; case scenario provided by the Society for Human Resource Management (SHRM); Grading Guide: Employment Discrimination Based on Race and Religion

Review the case scenario materials for “Religious Discrimination and Racial Harassment: What Ever Happened to MarShawn DeMur?”

Discuss,  the inherent employment discrimination issues and include the following in your report:

• Identify and describe the specific issues Maalick encountered in the workplace. Do the actions of other workers at Treton represent discrimination and harassment? What elements of law are important for Treton to consider?
• Evaluate the actions of the HR director, Marta Ford, in response to Maalick’s situation. What could she have done to prevent the situation and what more could she do to ensure that this type of situation would not occur in the future?
• How would you characterize Clive Jenkins’ behavior and response to this situation?
• What resolution to this situation might Judith Dixon suggest?
• What are the broader implications of this situation for Treton? What type of organizational review might Dixon initiate or suggest from a corporate perspective?

Write a 700- to 1,050-word report.

Format your report consistent with APA guidelines.