Week 3 Team Paper Legal Compliance Pape

Considering these numbers, it would be advantageous to have employees that are bilingual. It should not be required but should be strongly preferred since there is a large population of Spanish speaking individuals and would be an asset to the organization.

Feedback from employees after their travels should be recorded and referred to when making future bookings. It is important to ensure that employees have a pleasant experience when travelling, particular if alone in another city or country. Therefore any feedback is essential to always ensuring the best experiences for employees.

Employers are increasingly searching for multilinguals in order to widen their client pool. Someone who is able to communicate through multiple languages immediately have an advantage over someone who cannot by simply having the ability to communicate with more people. As a result of

In this memo I will be providing employment law compliance plan for Marylee Luther, a human resources director who is preparing Clapton Commercial Construction for an expansion. Clapton Commercial Construction is currently located in Michigan with 650 employees and looking to expand to Arizona with an employee growth of 20% in the new location. This memo will provide a complete description about the employment laws and how they are applicable to Clapton Commercial Construction expansion. I will also briefly discuss the possible penalties and consequences for non-compliance with these laws. There are five laws in particular that I believe to be most applicable to Clapton Commercial Construction which I will be address in this memo. The five laws are:

Feedback is important as it sets up targets; the person knows what to improve. It motivates people and helps them to focus. It helps identifying the strengths and weaknesses. It expresses what is important to the organisation and the job and reduces uncertainties in people.

By getting feedback, we can identify areas for improvement, eg, somebody says you need to learn to cook, we can then ask for help or training from our manager.

When utilizing feedback as a way of measuring effectiveness of the organizational change it can be by way of surveys from staff, meetings, questionnaires and so on. Feedback helps to communicate ideas better to management so that quality care can continue to improve and goals can continue to be reached. Feedback is used by managers as a tool to respond to and to anticipate changes (Spector, 2010).

Positive feedback is easy and motivational it is as easy as telling a co-worker “job well done” (Employee Feedback-How to Build Staff Morale and Grow Your Business). Thank people for a job well done. “Thank You” takes very little effort feeling valued and appreciated helps moral and self-esteem. Congratulate a person for taking initiative and for solving the problems for others. Discuss career opportunities even if they are outside of the current workplace. Celebrate successes as a team.

Walgreens’ customer feedback process is effective in providing managements information about the services provided by their employees. Through NPS scores, it provided managements information in deficiencies or satisfactory of the employees’ performances. If satisfactory, managers can recognize the work of the employee. By recognizing the employee, it will increase their work morale and job satisfaction. On the other hand, feedback process also allowing managers to identify deficiencies. Through recognizing the deficiencies, managers can provide coaching to their employees to correct the issues.

In order to engage the employees the Portman must be dedicated to a performance management system. This cannot be the “system of the month” that simply creates hype for a time and then fades away, as they experienced with the 5-Star system. The hotel must set goals, monitor and evaluate these goals, provide feedback and create a reward and recognition program. (Krasner, 244). With the introduction of the 5-Star Program, the Portman relied on the PV’s to participate in the problem solving for the hotel. The Portman should again rely on the employees with the establishment of a performance management system by using a Management by Objectives system. This type of system would incorporate participation from the employees for decision making, goal setting and objective feedback (Kreitner, 246). This program should begin with the strategic plan of the hotel and then set goals for employees that will align with the hotels organizational objective. These goals should be set using the SMART method (Kreitner, 248). Once the goals are set, management must get commitment from the staff that they believe these goals are attainable and that they believe in why they are pursuing these goals. If the Portman uses staff to set these goals, commitment will be easier to

According Shelly Fost(n.d.), training is an opportunity for employees to get more knowledge to improve their performances and also weaknesses. In this case study, John Baker and Matt Rennalls should attend a training programme in leadership skills, interpersonal skills and also training about unfairness in workplace. According to Ruth Mayhew(n.d.) again, the U.S. Equal Employment Opportunity Commission is strongly recommend to all employees to go for training. For instance, in this case study, this kind of training is mandatory for John Baker, Matt Rennalls and other colleagues as this problem is already existed in their workplace. Other than training for discrimination, training for decision making and how to handle hard situation is also needed as Rennalls need to learn on how to handle difficult people instead of create a disputation between his

Feedback by customer- I think it’s essential to have a record of all the customers with their feedbacks and at the same time a log of happy and complaining customers depending upon it. A feedback message or a call should be included after the attending to their question is completed. This way we can increase our productivity.

Different feedback strategys have been used as efficent tools in the promotion of progress and improvement in the professional world (Baker, A. Perrault D. Alain, R., 2013). De Janasz et al. (2014) explains some positive outcomes that result from shariying, asking and getting feedback from others in within a workplace; such as improving and reforcing employee relationships, enforcing a gainnful comunication, promoting teamwork, and increasing the performance of employees. Specificly De Janasz et al. (2014) develops the idea that providing constructive feedback, sustained by strong interpersonal communication skills, enables the individual recognize their strengths and wiknesses in a clear and non risky way, in order to look for the most accurate plan to improve, and obtain significant and necessary behavioral changes. Everyday Feedback as part of an organization strategy help employees feel confident about their possition and process inside the company, and promotes a clear path to achieve personal and organizational goals (Baker, A. Perrault D. Alain, R. (2013); citado en Levy and williams,

What customers and current employees think of the management and find possible ways to create a more productive environment for the employees to work in.

In an article from the U.S. Office of Personnel Management [OPM] (n.d.) it stated that “without feedback, you 're walking blind, at best, you 'll accidentally reach your goal, and at worst, you will wander aimlessly through the dark, never reaching your destination.” Feedback is a critical element in a managers “toolbox” when evaluating employees. It gives an employee a view of how good or bad their previous performance was and what or if they need to improve in their performance. It also reduces