Old Vs. Forever Ac

We have spent 30 minutes of discussion and everyone adhered to his opinion. I then decided to change my preference from Suzanne to Kristin. I realized that Kristin has better leadership skills, and she might adapt quickly to the position because she worked for a peer company as a VP of Finance and has international exposure. In addition, she might bring a fresh outlook into the company. They both have superior qualifications and the differences between them are minor. Then, the group members made their decision based on the majority and selected

Mike Smith, a 34-year-old Asian male, according to this case, he is a model employee. He has an above average track record, and even though employees have a hard time understanding him because of his thick accent, it does not change the fact that his productivity level is high. He also has a Bachelor 's degree in Information Systems and has had no absenteeism. The course of action I would take for Mike is that I would terminate him because his services will not

Cardware advertisement specifically outlined what they were looking for. They did not have an age or anything to do with physical aspect. In this case the hiring process did not use the genuine Bona fide Occupational job qualification requirements. According to (Miller,2013) bona fide occupational qualification is the criteria employers used to make decisions to hire someone based on age, race, origin or sex. This technique should be necessary if it relates to a specific type of job or duty (2013). Cardware advertisement states, “WANTED: Salesperson experienced in retail sales or marketing preferred, energetic, youthful, athletic, and able to “sport” the clothing lines of The Sporty One with style. The Sporty One is a division of CARDWARE Inc. and proud to be an Equal Opportunity Employer”. Petunia is going based on feelings, and thinking she was not hired because of her age. This was hardly the situation because both applicants were equally qualified. Petunia has five years’ retail experience while, Noah did not have the retail experience but he graduated in marketing and is also a little more fit because he played

Currently the Director of Keiser University financial aid office is getting ready to accept a regional position. This change will occur in a few months, however they are getting the office ready for the upcoming changes slowly in order to have a smooth transition. The office director has been working there for 14 years and a lot of the office regulations and rules were molded to her standards. The past few months a couple of directors from other universities has been interviewing for the job. However none were chosen for the position, due to their leadership styles. These leaders style of management were not at all what the office is accustomed to so therefore a more similar leadership style to the one that was there before for 14 years is more appropriate for the environment, the nature of the job and the workers that has been working there for years.

She says that she has more qualifications than Noah and she should have been the one who was hired. CARDWARE thought that Noah was more qualified per the advertisement as well as company image and future plans for the company. A company is able to employ who they want and there is nothing wrong with that.

The other candidate was about to graduate a two – year technical college as a registered nurse. Although this met the requirement listed on the job description, however, due to bad experiences with two – year RNs the administrators decided not to interview her. While it could be a correct assumption that two – year RNs do not have the technical skills as compared to 4 – year Rn, it could have also been the teaching that the company was providing to these employees. Both applicants would technically be able to perform the tasks listed on the on the job description. The only logistical issues would be that the agency needs a nurse as soon as possible and the two-year RN applicant potentially had more than that left in her schooling. The other being that Ms. Jenkins did not have home health care experience.

If Palm Beach County can prove that there was a reason to hire Mr. Merriman over Mr. Zimpfer other than age, the county needs to gather that evidence. Even though Mr. Zimpfer is very qualified for the job, Mr. Merriman’s interview could have been better and he could have showed the management of Palm Beach County his enthusiasm and excitement regarding the job. The interview aspect of filing a job in very important in determining how well a person will fit in with the organization and

A month previously Ramos received a phone call to a company hotline from fired employee, Betty Koster, who had been working in the accounting department for the past 8 years and believed that her termination was based on age discrimination. As Ramos already knew from her experience, calls from employees usually lead to investigation and should be handled immediately in order to avoid any possible lawsuit. After investigation of Koster’s employment file and interview with her supervisor, Simon Peel, Ramos understood that she needed evidence from Koster about age discrimination, since having been the oldest in department and the only person fired does not prove the allegation. When Ramos conducted a second call to the employee, Koster was very emotional and revealed new information about possible noncompliance with accounting procedures. Based upon her statement, sales representative Mark Tomkin, was alleged to have asked the accounting team to process entries without required approvals and or all required documents. Koster was the only one who did not agree to post anything into the accounting system without supporting documents. This was the reason why she believed that she had been fired.

Based on the documents presented in the case showing Mr.Zimpfer qualifications compared to all the applicants that applied for the position including the candidate that was selected, the county should settle the case and offer a reasonable payout to Mr. Zimpfer. They also need to take measures to prevent this going forward by improving their human resources process in hiring and promoting candidates. Not only is it illegal to discriminate against current and future employees but it will also cost them

First, the HR manager could ask the advice of the CEO. He doesn’t want to go against his will, this will causing him more trouble. Second, the HR manager could hire Dr. Soysa since she is the most qualified for the business position. Third, he could reopen the search for the position to get in more candidates. Fourth, he could hire a less qualified candidate and offer him/her the job.

Let's put this into perspective. IF..... you were the employer or manager of a company: the person in charge of hiring and firing, which person would you hire? Person 1 or Person 2 ?

2. The Research Director. The director of research in a large aerospace firm recently promoted a woman to head an engineering team charged with designing a critic component for the new plane. She was tapped for the job because of her superior knowledge of the engineering aspects of the project but the men under her direction have been expressing resentment at working for a woman by subtly sabotaging the work of the team. The director believes that it is unfair to deprive the woman of advancement merely because of the prejudice of her male colleagues, but quick completion of the designs and the building of a prototype are vital to the success of the company. Should he remove the woman as head of the engineering team?

The most difficult things to make this choice were the condition of the employee, the discrimination and getting around the legal consequences. Nowadays, we are supposed to live in an environment without discrimination and firing her would be an evidence of the opposite.

In the incident the team had to select a candidate to the cabin manager position, that would be responsible for all activities at the airport. There were four candidates available for the position. The first option was a middle-aged

 Young, ambitious, aggressive, arrogant individual  Successful track record as an account executive  Dealing with a variety of personal (e.g., moving, physically distant girlfriend) and professional changes in a short period of time  Received double promotion and felt he was on the fast track to a promising career  During first five months on the job, given two poor performance reviews  Disagrees with sales projections made by his boss and now believes his boss is trying to fire him