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- Q1 Highlight main challenges that globalization faces in workplace.Question Legacy Solution Time Left : 00:09:18 6-1 CASE STUDY pp. 537-540 UNITED STATES FREIGHT GROUP: From a management perspective, why did the company allow the initial childish behavior (coffee on the seat, spit on the steering wheel, etc.) to escalate into employee confrontation? When does childish behavior become a harassment issue? At what point does one's practical jokes or intimidating actions toward one employee impact all employees? Visit the Occupational Safety and Health Administration's website and review the agency's "Fact Sheet" on workplace violence (http://www.osha.gov/OshDoc/data_General_Facts/factsheet-work-place-violence.pdf (Links to an external site.)) What kind of policy statement and/or plan should the company include in its overall policy and procedures manual to avoid violence in the workplace? What type of training should the company provide all employees on this issue?QUESTION 2 One of the employees at eden co ltd,described working at the company as to work at eden,you've got to be interested in a lot of stuff. you've got to be prepared to catch people when they fall,because people are trying stuff all the time and you've got to be prepared for unexpected because part of the way we work is almost liberately created chaos by doing more stuff than we've possibly got time to do,which means more junior members have more chances to become leaders because the senior ones can't do it all. you've got to be optimistic and smiley and damed hardwork. one of the senior managers connected,we try not to be prescriptive about defining talent and we try to encourage people to take individual responsibility for their own career path here as much as we can help them to a career path (a) in your own opinion what factors have contributed to organization citizenship behaviour among staffs at eden? elaborate your answers (b)discuss the leadership style that has help to…
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- Question 2: Assume that an organization operating in hospitality sector acquired your services as a consultant to structure its new pay plan. (A). Compare and contrast various job evaluation methods those can be used to devise pay for different positions in that hotel. (B). Develop a ranking job evaluation system for non-managerial employees (housekeepers, valets, front-desk clerks, phone operators, wait staff, groundskeepers, and security guards) of that hotel. You can use any two compensable factors of your choice e.g. level of effort etc. in order to rank jobs in comparison to each other.Question What are the effects of the topic below? .Lack of trainingStrategic Human Resource Management EMBA-HRM 817 In Class Case Study In the past, the decision criteria for mergers and acquisitions were typically based on considerations such as the strategic fit of the merged organizations, financial criteria, and operational criteria. Mergers and acquisitions were often conducted without much regard for the human resource issues that would be faced when the organizations were joined. As a result, several undesirable effects on the organizations’ human resources commonly occurred. Nonetheless, competitive conditions favor mergers and acquisitions and they remain a frequent occurrence. Examples of mergers among some of the largest companies include the following: Honeywell and Allied Signal, British Petroleum and Amoco, Exxon and Mobil, Lockheed and Martin, Boeing and McDonnell Douglas, SBC and Pacific Telesis, America Online and Time Warner, Burlington Northern and Santa Fe, Union Pacific and Southern Pacific, Daimler-Benz and Chrysler, Ford and…
- Strategic Human Resource Management EMBA-HRM 817 In Class Case Study In the past, the decision criteria for mergers and acquisitions were typically based on considerations such as the strategic fit of the merged organizations, financial criteria, and operational criteria. Mergers and acquisitions were often conducted without much regard for the human resource issues that would be faced when the organizations were joined. As a result, several undesirable effects on the organizations’ human resources commonly occurred. Nonetheless, competitive conditions favor mergers and acquisitions and they remain a frequent occurrence. Examples of mergers among some of the largest companies include the following: Honeywell and Allied Signal, British Petroleum and Amoco, Exxon and Mobil, Lockheed and Martin, Boeing and McDonnell Douglas, SBC and Pacific Telesis, America Online and Time Warner, Burlington Northern and Santa Fe, Union Pacific and Southern Pacific, Daimler-Benz and Chrysler, Ford and…Question 1 According to Becerra‐Fernandez and Sabherwal (2015), we are witnessing a new era withadvanced industrial economies being revolutionized with the advent of the knowledge age andhighly skilled knowledge‐based workers.Q.1.1 Justify the following statement: “Perceived threats to privacy may inhibitindividuals from contributing knowledge both within the organization as well asacross organizational boundaries”.(5)Q.1.2 With the use of detailed and original examples, differentiate between thefollowing concepts related to the nature of knowledge:Q.1.2.1 General and specific knowledge. Q.1.2.2 Associational and motor skills expertise. Question 2 Knowledge management depends on two broad aspects: 1. KM solutions, which are acombination of the four types of KM processes and systems and 2. KM foundations that includeKM infrastructure, KM mechanisms, and KM technologies. Together these can have a significantimpact on the organisation.Q.2.1 Discuss the relationship between KM foundations…Question 2 Mr Letsomane is the supervisor in fast growing company that manufactures and assembles office furniture. Since the inception of the company, they have been using job specialisation to accomplish their tasks. However, of late there have been delays in finished goods, morale is low and returns have increased. Explain to Mr Letsomane the advantages and disadvantages of job specialisation and further discuss with him the three methods of job design that can help reverse the problems caused by job specialisation.
