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- When the idea first occurred to her, it seemed like such a win-win situation. Now she wasn't so sure. Marge Brygay was a hardworking sales rep for Inspire Learning Corporation, a company intent on becoming the top educational software provider in five years. That newly adopted strategic goal translated into an ambitious, million-dollar sales target for each of Inspire's sales reps. At the beginning of the fiscal year, her share of the sales department's operational goal seemed entirely reasonable to Marge. She believed in Inspire's products. The company had developed innovative, highly regarded math, language, science, and social studies programs for the K— 12 market. What set the software apart was a foundation in truly cutting-edge research. Marge had seen for herself how Inspire programs could engage whole classrooms Of normally unmotivated kids; the significant rise in scores on those increasingly important standardized tests bore Out her subjective impressions. Bur now, just days before the end of the year, Marge's sales were $1,000 short of her million-dollar goal. The sale that would have put her comfortably over the top fell through due to last-minute cuts in one large school system's budget. At first, she was nearly overwhelmed with frustration, but then it occurred to her that if she contributed $1,000 to Central High, the inner-city high school in her territory probably most in need of what she had for sale, they could purchase the software and put her over the top. Her scheme would certainly benefit Central High students. Achieving her sales goal would make Inspire happy, and it wouldn't do her any harm, either professionally or financially. Making the goal would earn her a $10,000 bonus check that would come in handy when the time came to write out that first tuition check for her oldest child, who had just been accepted to a well-known, private university. Initially, it seemed like the perfect solution all the way around. The more she thought about it, however, the more it didn't quite sit well with her conscience. Time was running out. She needed to decide what to do. 1. Donate the $1,000 to Central High, and consider the $10,000 bonus a good return on your investment.CASE QUESTIONS Is job enrichment an appropriate solution to this situation? Explain your Identify how you would redesign Brenda's job to enrich it. Write both a job description and a mission statement for Brenda's new Identify how you would implement or go about completing this process. Think about how you would deal with the following: Brenda, Brenda's co-workers, other departmental staff, Branch Operations personnel and the Personnel Department (for job evaluation). Create an implementationTask description: James Kudos founded Kudos in 1984 in Melbourne, Australia, with $1,000 and a unique vision of howtechnology should be designed, manufactured and sold. More than 4.4 million customers later and withan annual IT budget of approximately $500 million per year, Kudos has made an indelible mark on thecomputer industry—and the world. The company ships more than 1,000 personal computer systemsevery day to customers in 120 countries and employs 50,000 people worldwide.Long known as one of the world’s largest manufacturers of personal computers and laptops, Kudos hasgrown into a multi-national hardware and infrastructure provider. It also provides IT services andsolutions across its branches. Rapid growth led to regionally specific expansion from country to country.Kudos ended up with unique manufacturing facilities, regional order management systems, anddifferent operating processes and systems throughout the world.Anne Smith, Kudos’s Vice President of IT Strategy, Technology…
- CASE STUDY HOW THEY RUN PERFORMANCE MANAGEMENT AT GOOGLE When it comes to the unprecedented scale of success and growth, one company reigns supreme: Google. Started as a research project in 1996 by then Ph.D. students Larry Page and Sergey Brin at Stanford University, Google has become a multinational technology company with industry leadership in internet-related services and products. HOW DOES PERFORMANCE MANAGEMENT WORK AT GOOGLE? Performance reviews are customized to provide great results for Google’s smart creatives. Senior Vice President of People Operations Laszlo Bock provides great learnings about their performance management in his book titled 'Work Rules'. Googlers first identify a group of peer reviewers for each employee, which also includes co-workers that are junior to them. Google has abolished numerical ratings in April 2014, so each Googler is now subjected to a five-point scale ranging from “needs improvement” to “superb”. Carried out semi-annually, peer reviewers…Samsui Company is an engineering company with employee strength of 1,000. The company has a system of incentive linked monthly productivity bonus for the shop floor employees, which serves the purpose of rewarding good work. The HR manager, Mr. Ihsan has been facing a dilemma, how to evaluate the performance of the middle management and how to link it with productivity. After deliberate discussions with individual managers, he develops a plan. The plan is designed to enhance team work and provide incentives for improvement and excellence among middle level managers. Briefly the pay will be split into two components. The first consists of 80% of original salary, which will be a fixed component and will be determined as before. The second component of 20% will be flexible and will depend upon the ability of each team as a whole to show minimum of 5% improvement in their respective areas. The scheme when discussed with managers, received a number of negative remarks. One manager said that…Disneyland: Case [For Question No.1] Providing a magical experience for every guest (customer), Disney, with all its hotels and parks, is a global leader in the theme-park and service industry. The company’s performance depends on a motivated workforce. The HR Training plays a pivotal role in keeping cast (staff) members motivated.In 2005, Hong Kong Disneyland (HKDL) opened its doors to the public. Since then, the theme park has served 46 million guests from around the world. In 2013, it saw a 10 percent increase in visitors, with a record-high attendance of 7.4 million visitors. Representing about 30 different nationalities, the resort employs a workforce of more than 8,000 full-time and part-time employees at the theme park and its two hotels during the most popular summer period. Most of the resort’s staff are under 25 years old. The magic begins with the recruitment of employees who are friendly, innovative, responsible, and are passionate about Disney stories. Disney management…
- Given the following information, answer the following: Task Description Immediate predecessors Optimistic time Most likely time Pessimistic time Expected Time A Identify equipment requirements None 4 6 8 6 B Solicit bids from vendors None 6 8 16 9 C Select a system/vendor A,B 2 4 6 4 D Place order for system C 8 10 24 12 E redesign warehouse layout C 7 10 13 10 F Implement new warehouse design E 4 6 8 6 G Design system interfaced c 4 6 20 8 H Integrate the interface into the system D, F, G 4 6 8 6 I Install the system D, F 4 6 14 7 J train system operators H 3 4 5 4 k test system I, J 2 4 6 4 Task Normal cost Crashed time Additional cost to crash 1 week A 1000 4 450 B 1000 7 400 C 1500 2 600 D 2000 8 300 E 5000 7 1000 F 3000…Strategic Workforce Planning at Dutch Railway Infrastructure Manager- ProRail TrafficControlIntroductionThe Dutch Railway system processes 1.3 million passengers and more than a million tons of cargodaily with high reliability and safety and a low CO2 profile. In the coming 10 years, the daily numberof trains will need to grow 30% to enable train operators to deliver on the growing demand forPassenger and Cargo traffic. This is a major challenge for the Dutch Railway infrastructuremanager, ProRail Traffic Control.An obvious choice would be to change and grow the rail infrastructure within theNetherlands. But growing the infrastructure would require a multi-billion Euro investment andmay take too much time and space in urban areas. So to meet this growing demand, ProRail Traffic Control needs to invest in technologies that make it possible to automate and digitize largeparts of the now manual traffic control process. This way the transportation capacity can beincreased with the current…Strategic Workforce Planning at Dutch Railway Infrastructure Manager- ProRail TrafficControlIntroductionThe Dutch Railway system processes 1.3 million passengers and more than a million tons of cargodaily with high reliability and safety and a low CO2 profile. In the coming 10 years, the daily numberof trains will need to grow 30% to enable train operators to deliver on the growing demand forPassenger and Cargo traffic. This is a major challenge for the Dutch Railway infrastructuremanager, ProRail Traffic Control.An obvious choice would be to change and grow the rail infrastructure within theNetherlands. But growing the infrastructure would require a multi-billion Euro investment andmay take too much time and space in urban areas. So to meet this growing demand, ProRail Traffic Control needs to invest in technologies that make it possible to automate and digitize largeparts of the now manual traffic control process. This way the transportation capacity can beincreased with the current…
- In 2021, Mr. Tuchel was appointed as the General Manager of The Blues, the market leader in sports industry. Recognizing the pressing pressure for change in the manufacturing of sports products, he needs to take a drastic move to implement a well-planned change in his company. You as the Head of the Human Resource Department in the company are required to advise Mr. Tuchel. By giving suitable example, propose ONE (1) model for planned organizational change for The Blues.1.Objective: Build 3-storey structures in one year. Which of the S M A R T in this statement of objeective is/are satisfied? Measureable Attainable Time bound Specific 2. it refers to a manager's desire to engage in games, and favorable attitude towards those who are in position of authority. Enthusiasm Opportunity Motivation to manage Abilitywhat do you think are some difficulties of adding 25 percent more employees for the holiday season?