Assignment #2 Case Two- Apix Polybob Company

If temporary workers are allowed to apply for permanent residency after one year of work, how will this impact other new immigrants who may have less experience in Canadian workplaces?

Case 49: The Tipping lasue 129 The Tipping Issue Case Type: Head Case Main Subjects: Authority, Discipline • Emily Perkins, Lounge and Bar Manager • Laura Daley, Restaurant Server Who's Who: orry Emily," Laura said, her voice raised, "these are the same people who did not leave a Stip after I served them last week. I am not serving them!" Emily seated the party quickly in another server's section, so that the guests did not notice the incident. The Lounge got very busy suddenly, and she could not deal with the issue until the end of her shift. Emily knew that servers are paid a low hourly rate and they rely on tips. As a former server she was compassionate with the wait staff; however, she was unsure how to address this with Laura. "S SO 1. How would you, as Emily, deal with this situation? 2 What can Emily do to minimize the likelihood of a similar situation from reoccurring? Notes and Responses to Case Questions: 17 .6 10

CASE STUDIES • Case 1 (Using Low Quality Materials): Bader was recently promoted as Assistant Product Manager in Elite Furniture, a manufacturer of quality furniture. During his work in the new position he has discovered that the Purchasing Manager had recently started buying an inferior (low quality) wood to make table. The table would last about half as long as the regular table; but the lower quality could not be detected by the buyer. • When Bader revealed this information to his boss, he was told that the Purchasing Manager was following orders from top management. The company was having financial difficulties and had to cut costs. The change in table quality was a quick and safe way to do so. Bader argued that selling inferior merchandise as quality product was no way to solve budget problems, but his opinion was not heard by anyone in the management. • Elite Furniture products are always known for quality which Bader had stressed to his customers. 'He could imagine that image of…

Case 7: Emma's research investigating the influence of Chinese cultural values on customer satisfaction Emma, a British PhD student who has lived in China for two years noticed that Chinese customers' perception of service quality is very different to customers from the West. She started questioning both the applicability of Western concepts to Chinese customers as well as the validity of research instruments used by the researchers when investigating Chinese customers. Having discussed her research ideas with her supervisor and done some reading on the topic, she set her research aim as: 'To investigate the influence of Chinese cultural values on customer satisfaction'. Questions You have been asked to advise Emma on articulating her research objectives and constructing her conceptual framework. 1) Formulate the research objectives of the study by considering the theoretical concepts, possible research methodology, and the possible contributions of the study. 2) Construct the…

Case study in the light PEC code of conduct.

ETHICAL DILEMMA 2: Bounty Hunters His SUV carefully obscured behind a row of trees, Rick Raymond, private investigator, was on another case. This case was not to catch the unfaithful spouse or petty criminal in action. Instead, Raymond was tracking an employee, at the request of an employer, to determine whether an Orlando repairman was sick as he claimed today and as he had claimed to be several times recently. As we have seen, absenteeism is a huge problem for organizations that has left them desperate for solutions. One solution is to investigate. In the typical routine, when an employee calls in sick, the employer asks for the reason. If the reason is illness, and illness has been the reason for an abnormal number of times in the past, the employer hires a P.I. to follow the employee and photograph or videotape his or her activity outside the house. Private investigators also are used to ascertain whether individuals filing injury claims (and drawing worker’s compensation…

CASE ANALYSIS: Swazi was the supervisor in the Clinical Chemistry section of the laboratory for more than 10 years. The service was disrupted due to a violent student strike and as the laboratory is situated on the same campus, staff had to evacuate. There were critical patient samples received in that morning just before the strike broke out. The hospital management was informed to send specimens to the emergency service center on the hospital ground where the laboratory staff gathered to find solutions to refer the work to another laboratory. Swazi took a stand and went into the laboratory forbidden for access to processing the critical specimens and analyze them on the machine. He waited until the analyses were done; results were downloaded on the LIS so that the pathologist-on-call could sign them out on the service center computer. He took a decision to serve despite the risk to his safety twelve months later; the laboratory management established the emergency laboratory on the…

Assessment1. How would the employees who remained be affected by the unjust termination of a colleague? 2. What do you think is the reason why outplacement for laid-off employees should be away from company headquarters? 3. Why should you complete a termination interview for at most 15 minutes? 4. Suppose you have to choose who to lay off between an employee who is about to retire and a new employee who shows significant potential. What would be your considerations in choosing the person to lay off? Who will you choose to lay off then?

Parul, the human resource manager at Triant Inc., has a clear understanding of the firm's business. This enables her to understand the various needs of the business and help the company meet its goals for attracting, keeping, and developing employees with the required skills. This scenario indicates Parul’s responsibility of A) providing business partner services. B) maintaining positive employee relations. C) creating a job design. D) providing administrative services.

Laura is the associate director of a non-profit agency known as “BANTY Hope Agency”, thatprovides assistance to children and families in Gaborone and surroundings. The organisation ismainly sponsored by foreign aid and local companies as part of their Corporate SocialResponsibility. Laura is the head of a department that focuses on evaluating the skill-buildingprograms the agency provides to families. She reports directly to the agency leadership. As awhole, the agency has been cautious in hiring this year because of increased competition for federalgrant funding. However, they have also suffered high staff turnover. Two directors, three keyresearch staff, and one staff person from the finance department have left. Laura has a demandingschedule that requires frequent travel; however, she supervises two managers who in turn areresponsible for five staff members each. Both managers have been appointed within the last sixmonths. Kelly has a specific background in research. She manages…

Alcohol

Refering to the case " National electric equipment company" What was the scope adopted by the Consultants?

Case 2 Situation: The JAW Bottling Company has recently introduced a new beer to the market called HEAVY. It is extra high in calories. It has been developed specifically for those people that enjoy feeling full after only one beer. The materials handling supervisors at JAW Bottling have been receiving complaints from lift truck drivers that cases of the new HEAVY beer are slipping off pallets during intra-plant movement and truck deliveries. Thus far the JAW engineering department has tried to eliminate or reduce case slippage through the use of the following methods: 1. Top case clamp on the fork truck. 2. Strapping cases to pallet. 3. Plastic wrapper around cases. 4. The use of a large size pallet with a retainer strip nailed along the edges. Question: Using a method other than those described above, can the case slippage problem be solved?

2. MMLP's Defense to Hostile Working Environment Claims: The United States Supreme Court issued several important rulings in cases alleging sexual harassment by supervisors that established what is known as the “Ellerth/Faragher affirmative defense.” The Ellerth/Faragher defense has two elements: The employer must have taken reasonable care to prevent and promptly correct any sexually harassing behavior (by establishing effective harassment policies and complaint procedures, for instance). The plaintiff-employee must have unreasonably failed to take advantage of preventive or corrective opportunities provided by the employer to avoid harm. An employer that can prove both elements normally will not be liable for a supervisor’s harassment. 3. Manley's Claims: Does Manley have a viable claim of sexual discrimination if he is deprived of his job? What issues might impact the decision about his lawsuit? Has he been injured as of yet?

John Schnatter: Papa John's John Schnatter, founder of Papa John's, a fast-growing pizza franchise with more than 4,400 outlets in every American state and 34 global markets, makes personal visits to some of his franchisees' stores four or five times each week to make sure they are performing up to the company's standards. Franchisees say Schnatter, known for his attention to detail, often checks pizzas for air bubbles in the crust or tomato sauce for freshness and quality of cheese. Once, when John Schnatter was visiting a franchisee in Texas, the franchisee objected on the training programs, saying, the training department visits them once a year and instead of offering their staff a complete training on making pizza, they just ask if everything is going alright. What drawback of having a franchise appeared in this scenario? * contract terms and renewal unsatisfactory training programs strict adherence to standardized operations market saturation

TOYS AND JOB DESIGN AT THE HOVEY AND BEARD COMPANY The following is a situation that occurred in the Hovey and Beard Company, as reported by J. V. Clark. This company manufactured a line of wooden toys. One part of the process involved spray painting partially assembled toys, after which the toys were hung on moving hooks that carried them through a drying oven. The operation, staffed entirely by women, was plagued with absenteeism, high turnover, and low morale. Each woman at her paint booth would take a toy from the tray beside her, position it in a fixture, and spray on the color according to the required pattern. She then would release the toy and hang it on the conveyor hook. The rate at which the hooks moved had been calculated so that each woman, once fully trained, would be able to hang a painted toy on each hook before it passed beyond her reach. The women who worked in the paint room were on a group incentive plan that tied their earnings to the…

A Unique Training Program at UPS Mark Colvard, a United Parcel Manager in San Ramon, California, recently faced a difficult decision. One of his drivers asked for 2 weeks off to help an ailing family member. But company rules said this driver wasn’t eligible. If Colvard went by the book, the driver would probably take the days off anyway and be fired. On the other hand, Colvard chose to give the driver time off. Although he took some heat for the decision, he also kept a valuable employee. Had Colvard been faced with this decision 6 months earlier, he says he would have gone the other way. What changed his thinking was a month he spent living in McAllen, Texas. It was part of a UPS management training experience called the Community Internship Program (CIP). During his month in McAllen, Colvard built housing for the poor, collected clothing for the Salvation Army, and worked in a drug rehab Center. Colvard gives the program credit for helping him empathize with employees facing crises…

A Unique Training Program at UPS Mark Colvard, a United Parcel Manager in San Ramon, California, recently faced a difficult decision. One of his drivers asked for 2 weeks off to help an ailing family member. But company rules said this driver wasn’t eligible. If Colvard went by the book, the driver would probably take the days off anyway and be fired. On the other hand, Colvard chose to give the driver time off. Although he took some heat for the decision, he also kept a valuable employee. Had Colvard been faced with this decision 6 months earlier, he says he would have gone the other way. What changed his thinking was a month he spent living in McAllen, Texas. It was part of a UPS management training experience called the Community Internship Program (CIP). During his month in McAllen, Colvard built housing for the poor, collected clothing for the Salvation Army, and worked in a drug rehab Center. Colvard gives the program credit for helping him empathize with employees facing crises…

Instructions: Read the following job description and list any positive and negative aspects of the job. The manager of each sales office will be responsible for the day-to-day operations of his or her office. This includes managing all real estate agents associated with the office. In addition, the office manager will make all decisions related to the following items: local advertising for the office, special promotions or community activities, sales contests/awards offered to agents, continuing education classes provided for agents, and equipment purchased for the office. The manager of each office will be evaluated based on sales growth and the ability to keep costs within budgeted guidelines.

why you think air traffic controller should not be retired early

(human resource management) When is preventive suspension appropriate?

SECTION B: CASE STUDY                                                  “Gerald was a 60-year-old man working as a salesperson in a hardware store with several younger co-workers, a few of whom consistently treated him with disrespect, making nasty comments about his being old, slow and "computer illiterate" because he was not very good with the online inventory system. At first, Gerald ignored the comments, but he rapidly grew tired of them. He politely, and privately, spoke to the most vocal of the younger employees, asking him to stop the needling, but the younger man told Gerald that he was being too sensitive and the bullying grew worse. Gerald eventually approached the store owner about the situation. The owner likes Gerald, but was unwilling to get involved with what he called "employee issues." Gerald noted that since many of the insults reference Gerald's age, they could constitute illegal workplace harassment. The store owner became defensive and continued to do nothing about…

Faculty have a choice to assign one of the following activities. a. Employee Selection Process Reflect on your own experiences with employee selection. What tests or steps were used? Do you think that they were reliable and valid? Describe one thing that you would have changed in the selection process to improve its reliability and validity. b. Employee Recruitment and Selection Process If you were asked to design an effective recruitment and selection process for 15 retail sales representative positions who will be working on a 100 percent commission basis, what steps and techniques would you use and why? Explain how your approach will lead to an effectiverecruitment and selection process full of utility.

(human resource management) When is it necessary to resort to preventive suspension?

full-time sales associate for Kohl’s Department stores, inc., Pamela Manning worked predictable shifts starting no earlier than 9 a.m. and lasting no later than 7 p.m. Kohl’s carried out a nationwide staff restructuring which cut the hours for Manning’s department. she kept her hours by working in other departments as needed. Her schedule became unpredictable and she had to work some swing shifts,a night shift, then an early shift the next day. she told Michelle Barnes, her supervisor, that working variable shifts aggravated her diabetes, threatening her health. Her doctor wrote Tricia Carr, the store manager, asking that Manning be assigned “a predictable day shift.” Carr found out swing shifts could be eliminated, but Manning would have to work some nights. Manning met with Barnes and Carr, who told her the “higher ups” said she could not work only days. Manning said she had no choice but to quit since she would go into ketoacidosis or a coma with erratic hours. she put down her…

Case Facts (Write a short paragraph of the facts given in the case)

M1

Alcohol

What are safety precautions for coronavirus in offices?

Topic: Case Management What steps may case managers take to ensure that the case plan reflects the needs identified during the initial assessment?

Case 1: Recruitment and Selection at Google Background of the case study Google Inc., the world's largest search engine, is known for its attractive compensation and benefits packages, which attract millions of job applications annually. However, the company faces challenges in attracting and retaining highly talented individuals from all over the world. To improve its recruitment and selection process, Google introduced a non-traditional, creative, and unconventional approach in 2007. The company shifted its focus from academic qualifications and technical experiences to applicant's personality, creativity. leadership capacities, innovative ways of thinking, and overall exposure to the world. Since then, Google has become known for its outstanding job compensation and benefits packages and the use of powerful recruitment assessment tools to select the best employees that fit Google's standards. Google is a top employer, consistently ranked by Fortune magazine as one of the best places…

BELLEVUE UNIVERSITY Patient Information Ethical Dilemma Nurse Jones is aware that one of the residents at Paris Lights where Terrence works [Barry Black] has a very weakened immune system, and any exposure to MRSA could be dangerous. Terrence is discharged from the hospital and given a special course of antibiotics to treat his condition. When Nurse Jones arrives at her next shift at Paris Lights about a day after Terrence's discharge from the hospital, she notices from the client treatment records that Terrence has been working with Barry Black over the past two weeks. Dangerous Circumstances