Mba 540 Final Exam Essay

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One of the major concerns for union representatives in negotiating collective bargaining agreements is job security for members the union represents. In order to ensure that this is captured in the collective bargaining agreements, the seniority clause is one of the provisions that have been factored-in in collective bargaining agreements. As per this provision, an employer is to take into consideration the length of service of an employee in making personnel decisions like promotions, termination of employment, and rehiring. Therefore, the seniority clause as espoused in a collective bargaining agreement is aimed at ensuring job security for employees represented by the union (Zwick, 2012).

Companies promote their employees everyday, but when the department heads are considering which employees to promote, what should they take into consideration? Should seniority be considered or equal opportunity, or should a promotion be based solely on the worker who is dedicated to doing excellent work everyday? These questions and more come up in our group study project on Morality of Employees and Employers.

In the case of individual and more senior roles, organisations will identify key roles and successors for these roles, focussing on providing the necessary experience, talent and development to ensure that they will succeed when reaching the senior management level in the future.

Assess the importance of the link between a healthcare organization's culture and its structure, relative to the successful implementation of its chosen strategy. Provide one example of such importance--or lack thereof--to support your position.

(10 pts.) Discuss how organizational architecture and corporate culture are related. Use an example of a real-life firm and discuss how its corporate culture blends with its organizational architecture.

The Commonwealth Fund, New York. (2006). US Medicare Prescription Drug Coverage. Retrieved from US Me

Some managers rotated the highest ranking between their employees from one year to the next. So the objective of developing new evaluation system was unfulfilled.

At the most senior levels, job rotation or management rotation, is closely linked with developing specific people to step into an existing job. In this situation the goal is to provide learning experiences and position prospective managers in area that allow them assume a higher level position in the future. While this practice is important to the growth of management in a business, this study will focus primarily on the rotation of junior management and workers.

'Where do you start with a project like this?' Katie wonders. 'Well', she think. 'I

The scarcity of growth opportunities is a topic of discussion for employees that like their jobs and the impact they make in the lives of the clients. The current promotion process is discouraging for those who want to grow (R. Dunleavy, personal communication, February 14, 2014). A recent initiative to become a learning organization is underway promising to develop current staff to grow into positions that would encourage expansions. However, current growth opportunities are limited and many open positions are unknown to majority of the staff. Simultaneously, there has been an increase in external recruitment for upper management positions, which was not made known internally. In addition, employees have been promoted into positions that previously did not exist without the opportunity for others to apply. Quite a few of the promotions occurred in the last 6 to 8 months and most recently staff have shared their frustration with the unjust process and several essential individual contributors left the company.

Forced ranking also known as the ‘stacking system’ is a performance rating system that has arguable attracted more attention over the years than any other (Smither & London 2009). While this practice has been widely used by well-known companies such as GE, Sun-Micro Systems and Hewlett-Packard (Grote 2005, cited in Smither & London 2009) it has also been the subject of significant controversy given its rejection by companies such as Xerox and PepsiCo (Olson & Davis 2003). Forced ranking is a performance rating approach synonymous with relative rating (Smither & London 2009). This implies that rather than being appraised independently against a uniform set of performance standards employees are ranked relative to peer performance and slotted into a normal distribution bell curve or a quartile distinction (Grote 2005). This would for example identify employees in the top and bottom 25 per cent (Grote 2005) and enable managers to identify the worst and best performing employees in an organisation. The use of forced ranking as a best practice people management scheme will be evaluated in the sections

The problem that needs to be solved here is the seniority versus performance issue based on the current

In order for one to evaluate and identify with the diverse business structures, he/she must be aware of the meaning and standards that makes that structure. Various businesses functions in different ways as the world is full of technology and new structures, company cultures and new ways in which companies are run. In order to fully grasp the concepts of Organizational structure and culture in the movies, I will use the Movie Up in the Air and The Devil Wear Prada movies to analyze a business scenario from them.

If the organizational norm is 'do your own thing ', then working together may not be valued and certainly not recognized and rewarded" (TPT)