Hrm/531 Week 3

The action I would take is to fix the problem with the information by my friend.

I work closely with other employees and Partner of the firm. All questions raised by employees on the files regarding the accounting and tax are answered by myself. If I am not sure I will consult with Partner. This allows me to regularly update my knowledge with any new update. Therefore, it is important that I develop and maintain a positive relationship with both employees and Partner. It also assists in the company to create a positive environment where I am available to answer the questions asked by employees and resolve the problems.

To meet the requirements desired by the President and Vice President of the Acme Corporation, I believe that they will only need four servers, considering it is such a small business of less than 20 people. All of the servers will be running Windows Server 2008 R2. The following servers will be: a file and printer server, an email and web server, and an SQL server.

As of next week, we will require that all employees at Semper Absum take a mandatory one-hour lunch break away from their desks. After hiring an efficiency expert, we were informed that many employees were not taking a lunch-break and instead were using work time to attend to personal matters. Statistically, employees who do not take a lunch break tend to be less productive during the rest of the day.

Being one of our brightest client’s we feel that our ability to communicate with each other on a more personal basis is acceptable. Resolving an open issue, by completely terminating all female technicians over the age of 45 and replacing them with male employees under the age of 25 will not be in your best interest. Therefore, I am brining to your attention our thoughts and concerns with your conclusions on this manner.

As the Ground Station software lead for the Triton Unmanned Air Vehicle (UAV) program, I recognized that the review of software Contract Data Requirements List (CDRL) items had become a continuous “do loop” and was tying up valuable program resources. My team was responsible for the review of over 30 CDRLs and their preparation and review was costing the program almost $15,000 apiece for each review cycle. We had fallen into a rut where the documents were submitted, my team along with subject matter experts would review and provide comments. The contractor team would then respond to these comments without any coordination and resubmit the documents. My team would not agree with the adjudication of the comments so the review process would start all over again. This process needed to improve to save the program both time and money.

Because I have primarily been a content creator for corporate marketing departments and ad agencies and not been charged with the duties of handling overall metrics analyses, I would like to address these specific questions from my observations as a consumer. I will continue my observations from my experience with the online linen company that I used in the previous discussion. As I had indicated before, this company engaged in daily and sometimes twice daily emails after I subscribed to updates on their website when I reviewed their products (which they should have tracked to create personalized emails).

Summarize and discuss your activities at work during each week. Be sure to note any new on-the-job experiences and any unusual events. Discuss any work-related problems, and state how you resolved them. You may write about your activities each day or for a week. Your summaries may be longer than the space allowed below.

A common ailment among startups is a near-sighted focus on daily crises, at the expense of tasks that will build the company over the long term. Come up for air and then think clearly about what a healthy, valuable business will look like 18-24 months out. What needs to be done today to build for tomorrow? What are three things I can accomplish this quarter to ensure success twelve months

Mediation involves a third party mediator to resolve the dispute. The third party mediator is unbiased and uninterested. This individual usually is a trained professional in mediation and is aware of legal principles that may affect the case. Arbitration is a form of ADR that utilizes a third party decision maker to resolve a dispute; this individual is considered an arbitrator. Advantages of arbitration are the use of decision makers that have expertise in the subject matter. This can help prevent ill decisions by the use of a jury and ensure that the case is being reviewed by a knowledgeable professional. Another advantage of using arbitration is that the resolution both parties lose control of the resolution process. This portrays an act of fairness that can be lost in litigation. In addition, the low costs and privacy involved with using an arbitrator to settle a dispute will save both parties money and prevent the public from seeking information on the topic; thus potentially avoiding negative reception from the public once the settle is complete. The end goal of the parties involved in an alternative dispute resolution is that a settlement is agreed upon. A Settlement involves two parties in a legal dispute that work out their differences and enter into an agreement to resolve the situation. Depending on the circumstances, an agreement could involve monetary reward or simply an

Mediation is the process in which a neutral party assists in negotiation between parties to reach an agreement or resolve. Mediators3 bring both parties together helping them to discover the content issues instead of positions, and help develop ideas so that the interests of both parties are met (Burgess, Burgess, 1998). Unlike adjudication and arbitration, a mediator is not to render any decision, instead their role is to facilitate communication between the conflict parties (Wilmot, Hocker, 2007). Also, unlike adjudication and arbitration, mediation is a collaborative effort in conflict. Initially communication is between the parties and the mediator,

They both are neutral and not biased since there is a third party involved. Each cases are both examine the case purely on the base on the merriest and pass on decisions. Since both ways are done outside of court they are both confidential. Since they are both handled out of court they are more are cost-effective ways of resolving the disputes between the opposing sides as compared with the litigation proceedings. Mediation and arbitration saves time since they are faster than litigation processes. They usually last a few days. They both have a third party existence to settle a dispute between the two. The final result of mediation and arbitration may become legally enforceable

The journal The Role of Workplace Mediation: a Critical Assessment assesses the role of mediation in the workplace and the benefits associated with providing an organization with a staff member trained in mediation. A study in 2002, of the United States Postal Service, shows how effective mediation is in the workplace. “Their findings show substantial drops in the number of applications to court (nearly 4,000 cases over two years) immediately following the introduction of mediation” (Bennett, 2014).

Mediation and Arbitration are both ways to fix a conflict, but in fact are very different. Mediation is when two parties negotiate what they want from this conflict . A mediator is involved to make sure the right steps are followed. This is unlike arbitration because in arbitration, each party presents their information to an arbitrator who decides what will happen. Mediation is nonbinding where as Arbitration is binding. In arbitration you are ordered to take it by an employer, by a judge or if you are compelled by contract. Where in Mediation participation is not mandatory. The victim or the offender can refuse to participate. Arbitration can take place anywhere although, it usually happens in a board or conference room, as long as

Mediation is a very potent option that is highly important in organizations which is utilized for handling and resolving disputes. Essentially, the mediation process is very private, relaxed in setting, unpretentious, and optional. Generally, a neutral mediator facilitates communication between those in dispute to assist them in developing mutually acceptable agreements to improve their future working relationship (“Mediation of Workplace”, n.d.). Mediation can be effective in centrally all levels of the organization and also in union settings as well as non-union settings (“Mediation of Workplace”, n.d.).