View the video on how to handle a difficult conversation regarding a dress code issue. For your first post, use these questions to analyze the video: youtube video.
Read Case Study 11-2, “Sleeping on the Job,” on pages 426-427 of your textbook. Then, answer the following questions:
Your response should be a minimum of 150 words per question. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations, and cited per APA guidelines.
In your own words, what does it mean to define human resource management as a strategic set of assumptions and actions? How do the “5 Ways to Become More Business Savvy” from Chapter 2 of the Fitz-Enz text assist human resource leadership in driving the “Human Financial Interface” and “Human Capital in Value Added” metrics?
Your initial post (approximately 200-250 words) should address each question in the discussion directions and is due by 11:59 PM Central Time on Wednesday.
Completing this activity will help you prepare for the upcoming assignment in Week 9. Think of it as practice for the assignment. As such, focus on content, not formatting. Your paper should be no more than 1 to 2 pages in length.
Imagine you are a new employee in a HR department. Your first task is to develop a stress management training session for the employees.
Use at least one quality academic resource in this activity. Consider beginning with your course textbook and quality sources that can be found in the Strayer Library.
Note: Wikipedia and other websites do not qualify as academic resources.
Before beginning work on this discussion forum, please review the link “Doing Discussion Questions Right” and any specific instructions for this topic.
Before the end of the week, begin commenting on at least two of your classmates’ responses. You can ask technical questions or respond generally to the overall experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. Submit your responses in the Discussion Area.
By the due date assigned, respond to the assigned discussion questions and submit your responses to the appropriate topic in this Discussion Area. Respond to the assigned questions using the lessons and vocabulary found in the reading.
Select any one of the following starter bullet point sections. Review the important themes within the sub-questions of each bullet point. The sub-questions are designed to get you thinking about some of the important issues. Your response should provide a succinct synthesis of the key themes in a way that articulates a clear point, position, or conclusion supported by research. Select a different bullet point section than what your peers have already posted so that we can engage in several discussions on relevant topics. If all of the bullet points have been addressed, then you may begin to reuse the bullet points with the expectation that varied responses continue.
To support your work, use your course and textbook readings and the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.
Your initial posting should be addressed in 500–1000 words, as noted in the attached Adobe PDF file.
Congratulations! You have recently been promoted and are the company’s new Human Resources Manager! You have offices in several countries, so how would you evaluate different compensation packages for employees who are located throughout the world?
Your discussion is to be submitted in 12-point Times New Roman font using APA format with a minimum of two sources
Reply to 2 posts: 160 Words each
Reply to post 1:
In the modern business age, organizations are increasingly able to identify the importance of employees and feeling like employees are the key assets for the business. To satisfy the key customer needs, organizations are increasingly implementing the compensation plans so that they can encourage the employees by giving the positive rewards and other benefits (Rodríguez, 2013).
The role of newly promoted human resource manager in the organizations mainly focuses on the revising existing policies so that they can keep the balance over current organizational plan and other crucial components of the business. The newly promoted human resource manager should implement the fair compensation policies when organizations have several branches across the world and take the location constraints into consideration (Rodríguez, 2013).
The HR managers should keep the focus on analysis of several benefits on the compensation plan and take the best decision to satisfy the employees in the organizations. Smart HR managers in the organizations know the importance of employees hence they try to take all the possible steps so that they can retain the skilled staff in the organizations and make the complete balance over the compensation plans. Compensation plan includes the wages, salaries, bonuses etc. can motivate the employees and help the organizations to improve the productivity by end of the day (Harris & Jobe, 2015).
Reply to Post 2:
In the modern business age, organizations are increasingly able to identify the importance of employees and feeling like employees are the key assets for the business. To satisfy the key customer needs, organizations are increasingly implementing the compensation plans so that they can encourage the employees by giving the positive rewards and other benefits (Rodríguez, 2013).
The role of newly promoted human resource manager in the organizations mainly focuses on the revising existing policies so that they can keep the balance over current organizational plan and other crucial components of the business. The newly promoted human resource manager should implement the fair compensation policies when organizations have several branches across the world and take the location constraints into consideration (Rodríguez, 2013).
The HR managers should keep the focus on analysis of several benefits on the compensation plan and take the best decision to satisfy the employees in the organizations. Smart HR managers in the organizations know the importance of employees hence they try to take all the possible steps so that they can retain the skilled staff in the organizations and make the complete balance over the compensation plans. Compensation plan includes the wages, salaries, bonuses etc. can motivate the employees and help the organizations to improve the productivity by end of the day (Harris & Jobe, 2015).
What are some key performance indicators that are used by organizations in which you have been employed? How did managers explain the importance of these KPIs, and were any rewards tied to them?
Your discussion is to be submitted in 12-point Times New Roman font using APA format with a minimum of two sources.
Reply to 2 posts:
Reply to post 1:
A key performance indicator is a method used to value the performance outcomes on techniques shown by business companies for the aim of achieving key business benefits and achievements.
a) What are some key performance indicators that are used by organizations in which you have been employed?
For the organizations to perform well and gain some performance the following attributes are done in my working organization to gain satisfaction.
i)Strategic workforce plan which can be designed by the employers to come up with the exact number of employees giving service and also calculating the number of retired employees for the security purposes for that retired personnel not to gain advantages than the ones working considering age limit(Medne, & Lapina, 2019).
ii) Net profit and gross income
The analysis is done every time to calculate the total gross income and also the net profit to the organization to know how it performs in terms of business success and how the profit is generated either positively or negatively.
b) How did managers explain the importance of these KPIs, and were any rewards tied to them?
According to the manager’s explanation on the importance of KPIs is that they support and give at the same time give motivations to employees who seriously show the highest level of determination when working leaving the underperforming employees with fewer benefits (Nallusamy, 2016).
Reply to Post 2:
A Key Performance Indicator is a measurable worth that exhibits how adequately a company is accomplishing key business objectives. Organizations use KPIs at various levels to assess their prosperity at arriving at targets. Making do with KPIs frequently implies attempting to improve driving indicators that will later drive slacking benefits. Driving indicators are antecedents of future achievement; slacking indicators show how effective the association was at accomplishing results before. KPIs can be utilized to follow the operational performance of offices, activities or people against targets or goals. They can give an administration instrument to picking up understanding and dynamic. Developing significant KPIs that track, and obviously envision performance takes some arranging. Each KPI needs to address a particular business objective, and give ideal, precise data to evaluate progress towards goals (Parmenter et al, 2009).
KPIs allow executives to communicate the crucial focal point of the organization to financial specialists, colleagues, and different partners. As KPIs channel through the organization, they should catch employees’ eye to ensure that everybody is moving together the correct way and conveying an incentive to the business (Lake et al, 2019). Representative confidence, culture and limit, among others, all add to performance. KPIs improve performance management by permitting everybody to perceive what they’re doing, however what others are doing as well.
Option #1: Employment Harassment and Discrimination
Quite possibly, the most significant issue impacting business today is the rise in employment harassment and discrimination claims. This impacts not only the workplace, but dominates our political realm as well, as referenced by a recent Supreme Court nominee and US Senator. With that as a background, write a paper that addresses the following:
Describe/define the principle federal laws associated with harassment and discrimination.
Discuss the state of harassment and discrimination in today’s workplace (statistics, scope, for example).
Finally, as a human resource professional, detail a thorough and comprehensive strategy that would significantly reduce the level of harassment and discrimination complaints that currently face US businesses. Your strategy must include at least three strategies, including any impediments that may affect their implementation.
Your paper should be:
5-7 pages in length, or about 2300 words, not including title and reference pages (which are required). Include a formal references page.
Should read at least 2 articles each on Transactional Vs Transformational Leadership. Summarize the articles in 300 words or more. Provide appropriate reference.
First classmate
Discussion 1
Topic: What do the authors mean by reframing organizations and why is it important?
Businesses rely on leadership for supervision and structure. Therefore, one of the many responsibilities of a leader is to innovate change that adds value to their business. Nahavandi (2014) explains that a leader as any person who influences individuals and groups within an organization, helps them establish goals, and guides them toward achievement of those goals, thereby allowing them to be effective. The author states that there are various explanations of what a leader is. However, those definitions share four common elements. The first element of leadership is group and social phenomenon. There cannot be a leader without followers. The second element of leadership involves interpersonal influence. The leader has the ability to motivate others to get involved with achieving a common goal. The third element of leadership involves the leader being goal directed and action oriented. Nahavandi (2014) states that leaders play an active role in groups and organization by using influence to guide others through a certain course of action. The fourth element of leadership involves the leader assuming hierarchy within the group.
After reviewing the reading material, I believe that reframing is devising multiple strategies to obtain an effective approach to address organizational concerns (Bolman & Deal, 2017). The authors continued that reframing is a vital skill that leaders should possess. As a mental health counselor, we educate our clients on learning how to reframe cognitive distortions into more positive perspectives. This coping skill aids clients in leading a healthier lifestyle, while managing their symptomology. I do believe that this skill is beneficial to leaders as well. Alternating negative views into positive ones, highlights probable solutions that can add value to the organization. Bolman and Deal (2017) stated that different circumstances require different approaches. Learning and applying the skill of reframing can aid leaders in problem solving and decision making.
Bolman, L.G. & Deal, T.E. (2017) Reframing Organizations, (6th ed.). San Francisco, CA: Jossey-Bass.
ISBN: 9781119261825
Nahavandi, A. (2014). The Art and Science of Leadership. (7th Ed.). San Diego, CA: Pearson
Education, Inc.
second classmate
To understand the reframing of organizations, one must be aware of what a frame is defined as. According to Bolman and Deal (2017), a frame is a set of ideas and assumptions that one carries in his or her head, that aids in understanding and negotiating a particular territory. When dealing with frames, it is important to be aware of what you are dealing with as well as what you can do with the problem you are facing. When I ponder on reframing, I gain an understanding of framing again. The root of reframing “re” means to do again. Therefore, I believe the authors wanted us to visualize reframing organizations as framing them again. Being aware of what works and what does not work within the organization. Additionally, knowing that there is more than one way to skin a cat.
Effective leadership requires individuals to be able to recognize that there is no one size fit all to solve problems. Therefore, it is significant for a leader to possess the skill of reframing. Within organizations, leaders must possess the ability to see the unknown or hidden. Reframing consists of seeing beyond the obvious; sometimes seeing what we do not want to see. Reframing presents leaders with the ability to utilize their skills but also knowing when those skills need to be utilized. It is difficult to lead an organization without any sight, guidance, or experience. As Bolman and Deal (2017) mentioned, the best teacher is sometimes experience.
Kotter (2012), reported that one of the biggest mistakes organizations make is allowing too much complacency. When individuals are complacent, it tends to hinder one’s views, as it can produce leniency and lack of precaution thereof. As mentioned above, as a leader within an organization, it is significant to remain aware, significant to remain involved and effective, and significant to be open-minded to view different aspects of a situation and how that situation can be transformed for the betterment of the organization.
Bolman, L.G. and Deal, T.E. (2017) Reframing Organizations, (6th ed.). San Francisco, CA: Jossey-Bass.
Kotter, J. P., and Cohen, D. S. (2012). Leading Change. Boston, M.A., Harvard Business School Press.
