The Problems Faced By James Diamond Design Ltd

The purpose of this case analysis is to use ethical principals, a decision model and personal assessment for making a choice proposal if you were in the place of the decision makers. The proposal deals with management employee relationships in The Shamrock-Diamond Corporation. The Shamrock-Diamond Corporation is global manufacturer of cutting, drilling and grinding instruments. The company today consists of 72 firms employing 18,600 workers at 96 plant sites in 15 countries.

Another major issue that needs to change is the managerial style. Currently, DCCL is operating in a classical managerial style. This has caused problems from poor communication, lack of motivation, low job satisfaction, and increased employee turnover rates. In order for DCCL to change their managerial style, they need to re-evaluate which style would work best. We believe that DCCL will excel with a shift to a human relations managerial style; this will allow for more autonomy and individual responsibility from employees, while still allowing managers to retain a level of control. Currently, managers are having to make every decisions and also supervise employees, such as the TSS’s, to an extreme degree.

Hire and train more staff, retrain the old staff, provide regulatory and policy guideline and security of job. Restore working conditions including overtime and health insurance.

Riordan Manufacturing discovered some problems with their employees; such as an inability to motivate employees and how to reduce the high turnover rate within the company. This was discovered through the Riordan human resources department structure which does not allow employee empowerment and as a result is delaying potential growth due to the unbalanced profits, and reduction in sales.

At the request of CB Richard Ellis Ltd. a Site Specific Indoor Air Quality Evaluation and Mould Colonization Activity Assessment was undertaken within the Annex Building of the Sudbury Court House (B11589) located at 155 Elm Street, Sudbury, Ontario. This site specific investigation is in response to concerns expressed by staff within the facility. A Site Specific Indoor Air Quality Evaluation is the measurement of the concentration or range of parameters that evaluate the air quality and the visual inspection of the conditions of the facility. The results of the air quality measurements are then compared to authoritative recommendations to determine the potential for adverse indoor air quality issues. The diversity of the parameters measured

The way the youngsters were handled by police was another reason to turn to gang participation. Members of the Diamonds were steadily tormented by the police because they appear like gang members or they are friends with gang members. All Latino people were targets of a belittling process of police action. In one instance, Freddie, he was pulled over by police when police started harassing and messing with him. The police thought he was a gangbanger even though Freddie told him he was not (Padilla 1996, 85). Police would even take their money. Tony recalls, “I don’t know how much money I’ve lost to police officers.” In other words, because these members were Puerto Rican, police assumes they are gangbangers (Padilla 1996, 87). Members of the Diamonds turned to gang participation because they believe if police is going to assume they are gangbangers, then they might as well be one. In turn, members of the Diamonds want to protect themselves by turning due to police officers treating them the way they do; they are out to get these youngsters. By turning, this is their defense against police brutality (Padilla 1996, 89).

Vonkel Enterprises have recently purchased Thembeka, a company that specializes in the sale and distribution of gold and diamond jewelry. This company designs, manufactures and markets fine jewelry throughout South Africa. It had previously been a family run business, and following the death of the founder and CEO, family members decided to sell the enterprise. Vonkel saw the potential for this business and purchased it, with intentions of improving supply chain performance.

James is continuous maintaining all of his responsibilities in SIV (Scanning, Indexing and Verification) Section and assisting mailroom when needed. His work is conscientious and accurate.

Lately, Brookstone’s administration has cracked down on students coming in late, and it has had an effect. These students cannot believe that the school would actually enforce being on time. One student even said, “So, you’re saying that the rules outlined in the handbook are actually followed?” Another said, “If this goes on too much longer I’ll get my mom down here to talk to Mr. Erb.” Is this the beginning of a mutiny or will the students just leave home five minutes

Kevin James at times can be quick to act with limited information. At times he can react to a given situation at a moment’s notice and not fully understand the whole situation. At times it has been brought to my attention that Kevin James “is out” to get employees and if employees say something it may be taken against them or falls on deaf ears. Boone (2012) “Kouzes and Posner discuss this concept in terms of the leader-constituent relationship: “Leadership is a relationship between those who aspire to lead and those who choose to follow. It's the quality of this relationship that matters most when we are engaged in getting extraordinary things done. A leader constituent relationship that's characterized by fear and distrust will never,

First, build a business-strategy-oriented HR function team and working principle. Just like Wessel, I will add a new position to the corporate HR staff, director of organizational development, and this person should thoroughly understand business. Meanwhile, I will shift the director of compensation and benefit to a new leader with the same qualification. Considering the lack of business knowledge and awareness, I will initiate a comprehensive HR leadership program. In this program, those HR employees, who have potential but without business experience, will be assigned into non-HR operating divisions to attend a job rotation. In addition, I will invite outside HR professional consultants to provide training about how to change mindset and be a successful partner with business units. On the other hand, HR people must be involved in related business planning. HR people in business unit should attend the weekly, monthly and quarterly business operation staff meeting to gain first-hand information, and co-work with line managers to solve their problems on site. HR people in headquarters should have a keen understanding of requirement from the management team, understand various needs of the diverse business units, and correct, bring in new programs and processes accordingly. A very important change is the HR performance appraisal system. HR

With this business in some financial trouble, as offshore competitors continue to drive down profits, we see a difficult dilemma for solutions to quickly turn the business around while addressing the HR issues. It appears that cutting costs have been done extensively already and next would be cutting bone impacting the business productivity negatively. Sales and marketing strategies could be reviewed and changed

After reviewing the case, I believe that there are three key issues that have affected the Human Resources department in terms of keeping up with the company growth. The three key issues are the employee turnover rate, training programs and

In order to amplify its potential, the government gave contract to change RDH to Hotel International (HI), a reputed global management organization. The new management (HI) took over and started implement the changes to meet the international standards. But the employees could not go under the sudden changes because of their habit of traditional way of working and without having reasonable answers to their questions. This made them feels pressurized and moreover, the policies and procedures implemented were perceived as against the local

During this portion of the case study I will try to define the current connection between organizational strategy and HR activities at The King Company. The current relationship between the King Company and Staff departments lacks structure, trustworthiness, and leadership. This is evident by reviewing the e-mails, lack of professionalism, and unfortunate management. Throughout module one we have learned strategically planning and ensuring human resources is a part of the plan from the beginning to execution phase. Old school drill meant leaders making the plan and making it happen without any involvement from human resources. Human resources primary function was to hire new employees, process paperwork, and oversee finance operations. With modern