OP DB2

Managing, motivating, and retaining employees is a big responsibility, especially when performed ethically. Your company is experiencing a decline in employee motivation which ultimately is hindering job performance. What four contemporary theories on employee motivation offer insights into improving employee performance? whichcontemporary theory would you use for that company and why?

1. You will be asked to evaluate whether a company’s pay structure is fair to women and minorities. How would you go about answering this question?2. You have been asked to evaluate whether your organization’s current pay structure makes sense in view of what competing organizations are paying. How would you determine what organizations to compare your organization with? Why might your organization’s pay structure differ from those in competing organizations?3. Why do employers offer benefits? Is it because the law requires it, because it makes good business sense, or because it is the right thing to do? How much responsibility should employers have for the health and well-being of their employees? Take the perspective of both a shareholder and an employee in answering this kind of question.4. If you were advising a new company on how to design its health care plan, what would you recommend?

Keeping employees motivated and happy is a key to success for many of the world’s top companies, including fast food chains like Taco Bell. From GED prep to educational support to college scholarships, Taco Bell helps its employees achieve their goals in all sorts of ways. While this level of support might seem strange for a fast food chain, the company recognizes that today’s workers tend to demand more from their employers. Besides collecting a paycheck, young employees also want to develop a healthy balance between their work lives and personal lives. That’s why Taco Bell provides both full- and part-time staffers with access to educational resources from their first day forward. For instance, the company fully funds an all-inclusive, start-to-finish GED program specially designed for its employees. Along with receiving unlimited access to study materials and practice tests, the program also provides students with advisers who guide them through every step of the process. For those…

You have been selected as part of the panel members to interview a team of young graduates who could better work with the team in your organization to achieve the organization’s goal. Determine how you would identify the right candidate who is motivated for the available position?

Sexual Harassment You are the VP of Human Resources at a large public insurance company.  Recently, one of your company’s top sales agents, Linda Brown, asked to see you privately.  When she came to see you in your office, she told you that when she had first started with the company in the early 1980’s, she was one of the first female sales agents the company had hired.  She was young and attractive, but she was also aggressive and ambitious.  She said she dealt with a lot of harassing behavior back then from her male counterparts: comments about her appearance, offensive jokes, even rumors that she was “sleeping her way to the top.”  At the time, she decided that she was just going to have to put up with it to be successful.  She even participated in some of the suggestive banter and learned to hold her own among her sexist counterparts.   Recently, however, Linda’s perspective had changed.  Although she is in her 40’s and is married, she still deals with a lot of inappropriate…

What qualifications, attitudes, and behaviors would be important? What would you expect from your employees once they’re on the job? How would you evaluate job performance and award pay raises? What factors would you consider when promoting people into higher paying jobs? What policies and procedures would you expect employees to follow in order to provide a safe and professional work environment?

Describe various theories of management, scientific management, and the human relations school. Then, compare and contrast the theories by providing strengths and weaknesses and pros and cons for the theories. Be specific and provide 1-2 examples that reflect each.

Design an executive compensation package that motivates executives to make decisions that are in the firm’s best interests.

What would an ideal employee for your coffee shop be like? What knowledge, skills, abilities, and other characteristics would the person have? Write a job description with the job title, key responsibilities, and qualifications for the position. Make sure to include both technical skills and so-called soft skills (like communication, teamwork, etc.) in your qualifications list.

It’s been said that money is not enough to motivate anyone for long and that people really work for their boss, not the company. If you’ve had experience as an employee, as a manager, or both, then you no doubt have some insight into this statement. If you’ve never been involved in the workplace or business, then consider what you’ve heard from other people about their experiences in the workplace. Have something in mind? Great! Now, consider what the text from Selling Today: Partnering to Create Value 14th Edition by Gerald Manning, Michael Ahearne, and Barry Reece had to say about the leadership skills required of sales managers and especially about how they motivate their sales force. State your insight and the experience you base it on. Then, apply your observation to the world of sales. Would your example/insight motivate or demotivate sales professionals? Why? Last, describe how you believe that sales managers can best motivate their staff.

Give your opinion on the value of the Effective Employee Engagement in the Workplace. What does it add to our knowledge of leadership communication

Instruction: Please read the case thoroughly and answer the questions provided below. Opening Case: Unequal Pay for Equal Work? Men and women with comparable credentials, comparable experience, and comparable performance ratings performing the same tasks should make comparable pay, right? But while it may seem logical, in reality, men tend to make more than women even when there are no obvious reasons for the discrepancy. Nor is this pattern new. Indeed, Title VII of the Civil Rights Act of 1964 broadly outlawed discrimination on the basis of gender in any aspect of the employment relationship (which would obviously include pay) and the Equal Pay Act of 1963 specifically stipulates that organizations must pay the same wages to men and women who are doing equal work. For years experts attributed the problem to two things. First, some organizations have continued to practice outright discrimination. Some managers, for instance, either intentionally or unconsciously, may tend to reward…

Identify and explain three internal factors and three external factors that influence an employee’s behavior in the workplace. Write about an experience that you had at work that reflects one of the factors that you identified. This paper must be at least one page in length and should be formatted according to APA guidelines. https://courses.lumenlearning.com/boundless-management/chapter/drivers-of-behavior/ https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/external-factors/ https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/internal-factors/ https://www.thercfgroup.com/files/resources/an_introduction_to_the_competing_values_framework.pdf

Businesses that are socially responsible try to do which of the following? (Check all that apply)   Create a workplace free from hazards   Preserve our scarce natural resources   Have a workforce that reflect the various groups that comprise the community   Offer counseling for employees with drug or alcohol problems.

What would you do if one of your subordinates had a serious drug or alcohol problem but refused to admit it, despite the fact that it was affecting his performance at work?

Why is achieving high levels of employee commitment within today’s business organizations difficult?

Someone with initiative and enterprise is a highly motivated worker with a lot of energy. They do what needs doing without having to be told, and they’re always looking for ways to improve things. They think of new ideas and act on them, instead of just dreaming. When an opportunity comes along, they grab it.What initiative and enterprise skills do you think an employer/industry would most like you to have?

How can management harness the power of gamification to increase employee engagement and productivity?

What if we have a very ambitious employee-- one who does not presently possess the skills needed-- can we raise this person up to become the best person for the job?

What will you say when you find out that Mary lied on her résumé about having a master’s degree? Will you feel that Mary got what she deserved, or should her outstanding job performance have helped management look past this issue?

Do you have experience hiring and/or managing people? Please describe your experiences and associated responsibilities and duties in those roles. Please highlight how many people you managed in each case.

Given the current trends in pay disparity, do you think laws should be enacted that limit the amount of CEO compensation to align with the average pay of the organizations’ employees? For example, CEOs could only make up to 40x that of the average employee? Why or Why don’t you think this is a good idea?

Why is lower morale and productivity in a workplace where they believe their jobs are in jeopardy because they work for an at-will company? What happens if even in an at-will arrangement, if an employee can demonstrate that they were fired in violation of public policy or anti-discrimination laws, how can an employee claims of wrongful termination?

We've discussed Total Rewards approach to attracting and retaining employees. Assume that you are an External Consultant and were hired to evaluate a small business start-up (or business of interest to you) on how they should structure their Total Rewards program. Based on what you have learned about legally required vs. strategic (voluntary) rewards and provide an initial proposal for what this organization needs to do to be compliant with the law and reasonably attract workers.You must identify the jobs/nature of the work for which you are hiring and seeking to base compensation decisions upon. You must state whether they would be low vs. highly skilled workers and define the work to be performed in preparing your proposal . In your response, you should be able to provide an overall plan with recommendations (e.g., You don't have to state what the wages would be but you should be able to recommend to an employer how they could determine it - minimum wage, premium above minimum wage,…

With the help of recent published articles/periodicals, find out at least ten 10 best strategies to let work done by demotivated and less responsible employees in current business environment, mention them with the brief explanation in your own works. Don’t forget to mention the reference of source.

The Civil Service Board in a midsize city in Indiana decided that a written exam should be given to all candidates for promotion to supervisor. A written test would assess mental skills and would open access to all personnel who wanted to apply for the position. The board believed a written exam for promotion would be completely fair and objective because it eliminated subjective judgements and personal favoritism regarding a candidate’s qualification. Maxine Othman, a manager of social service agency, loved to see her employees learn and grow to their full potential. When a rare opening for a supervising clerk occurred, Maxine quickly decided to give Sheryl Hines a shot at the job. Sheryl had been with the agency for seventeen years and had shown herself to be a true leader. Sheryl worked hard at becoming a good supervisor, just as she had always worked hard at being a top-notch clerk. She paid attention to the human aspects of employee problems and introduced modern management…