The V.U.C.A.World and the COVID-19 pandemic has changed the landscape and the way leaders and managers lead and their organizations to remain competitive in a hostile environment. Uncertainty is the name of the game. Explain at least THREE (3) major challenges faced by HR Managers today and suggest TWO (2) competencies which they must acquire or improve to steer their organization from survival mode to a thriving position.
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The V.U.C.A.World and the COVID-19 pandemic has changed the landscape and the way leaders and managers lead and their organizations to remain competitive in a hostile environment. Uncertainty is the name of the game. Explain at least THREE (3) major challenges faced by HR Managers today and suggest TWO (2) competencies which they must acquire or improve to steer their organization from survival mode to a thriving position.
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- Read the passage and answer the question that follows. Precision Manufacturing produces machine parts and has nearly 200 production employees and 50 employees in its front office with responsibilities ranging from data entry to marketing. Jackson Smith is the new compensation manager at Precision, and his first task is to implement a merit pay program that would tie to the company’s performance appraisal process. For the last 10 years, all employees have received an annual pay increase, but it has been an across-the-board increase, with all employees receiving the same percentage increase in base pay. Jackson and the company president have agreed that implementing a merit pay program to provide pay increases based on performance would support the company’s competitive strategy by rewarding employee productivity. The first step in developing the merit pay program is to ensure that the performance appraisal process aligns with the proposed program. The purpose in implementing the merit…Jeffrey Moses was facing one of the toughest decisions of his short career as a manager with International Consulting. Andrew Carpenter, one of his best consultants, was clearly in trouble, and his problems were affecting his work. International Consulting designs, installs, and implements complex back-office software systems for companies all over the world. About half the consultants work out of the main office, while the rest, including Carpenter, work primarily from home. This Monday morning, Moses had gotten an irate call from a major New York client saying Carpenter never showed up at the company’s headquarters, where the client had been expecting his new computer system to go live for the first time. In calling around to other customers on the East Coast trying to locate the missing consultant, Moses heard other stories. Carpenter had also missed a few other appointments – all on Monday mornings – but no one had felt the need to report it because he had called to…1. The world of the manager is full of responsibility such as uncertainty, ambiguity, and sudden threats from all aspects, workplace, environment, peers and rank and title. Describe the skills and qualities that are required to managers under these conditions. a) What is the difference between efficiency and effectiveness, which is more important for performance as a Manager? Can a Manager improve both simultaneously? b) Discuss, describe the advantages and disadvantages of teams. Give a situation wherein the disadvantages outweigh the advantages? Please help me
- As a first step to a better understanding of the management environment, its opportunities and threats, it is important for the manager to take into account its structure and dynamics. Structurally, the management environment can be divided into the micro-environment, the market environment and the remote environment. Q.5.1 Explain your understanding of the technological environment. Use examples to support your answer. Q.5.2 Explain “practical experience” as a source of managerial competence. Q.5.3 Explain the path-goal theory of leadership developed by Robert House.Please evaluate a CEO’s job, and what makes a CEO’s job so complex? Use the challenges Tim Cook faces as Steve Jobs’ successor to provide examples that support your answer.Organizational Behavior (MGMT 344) Fall 2023 Assignment 4: Directions; Read Chapter 4 of the textbook as well as the lecture slides on the blackboard. Answer the following discussion questions. Answers should be fully developed and answer all parts of the question. Submit the assignment via the assignment link on the blackboard by October 14, 2023 Discussion Questions If your boss was not sure it would be worth the investment to change the company’s hiring practices including an evaluation of applicants’ attitudes, what would you tell them? 2-Do you think that it would be easy to influence a subordinate’s attitudes, values, or emotions? Why? Which would have the largest influence on the employee’s behavior? Why? 3-What are the components of an individual’s attitude? Relate each component to an attitude you currently have about something. 4-Do terminal or instrumental values have a larger influence on your behavior at work? Explain. 5-Think of a person you know who seems to…
- What are the primary factors involved in determining compensation for a firm’s CEO? What reasons best explain compensation reductions for top executives in recent years?1)Suggest which HR function you believe to be the most importantto the overall success of the organization. Provide one example tosupport your rationale. 2)Determine the most likely function of HRMthat is sometimes challenged by line managers in health careorganizations and resulting organizational impacts of thischallenge. Justify your response. 3)From the scenario, analyze therole that line managers in health care organizations play indeveloping HRM. Provide an example to support your analysis.4)Suggest the management characteristic that is most important tobuild and maintain effective manager-employee relationships,indicating the resulting impact to the organization. Providesupport for your rationale. QUESTION TITLE :- Discussion Questions – HSA530 – Health Service Human ResourcesDuring this week’s reading, you will be exposed to the Job Characteristics Model, which focuses on skill variety, task identity, task significance, autonomy, and feedback. Using the job characteristics model as a guide, discuss how a manager/supervisor can enrich or enlarge subordinates’ jobs. Also, discuss how the 360-degree performance appraisals/feedback process can be leveraged to improve employees’ performance. Additionally, how does the 360-degree help the manager to develop SMART goals for each employee?
- please help, project management 1. Research recruiting and retention strategies at three different companies (two of them must be IT companies). Make sure that the strategies use contrasting approaches. For example, find out how Google treats its workers, and compare the approach with that of Utility Services company or another company. What distinguishes one company from another in this area? Are strategies such as signing bonuses, tuition reimbursement, and business casual dress codes for new IT workers? What strategies appeal most to you? Summarize your ideas in a one-page paper 2. Running Case1 Several people working on the Global Treps Project are confused about their responsibilities for providing content for the new website. The team member in this project include you, the project manager, Bobby, the IT guy, and three people who will run shark-tank-like events in Vietnam, India, and Ethiopia (Kim, Ashok, and Alfreda). The activities in the WBS for the in- house development…How useful are the mission and vision statements of Greater Cincinnati Water Works in terms of linking organizational priorities with individual and team performance? What other places might the HR department at Greater Cincinnati Water Works look for information regarding how to more effectively cascade firm-level strategy with each employee's objectives? Write a 1-2 page summary.Critical Thinking CaseZappos, Holacracy, and Human Resource ManagementIn 2013, Zappos was performing well under the leadership of Tony Hsieh and was getting ready to take on anew challenge that would, among other things, push the boundaries of traditional human resourcemanagement. Although business was booming, Tony Hsieh was not a man who wanted to be in status quomode for too long, so he set out to implement an organizational and cultural change called Holacracy. Zapposwas the largest and best known of the 300 companies worldwide that had adopted Holacracy—a new form ofhierarchy that is a “flexible, self-governing structure, where there are no fixed jobs but simply temporaryfunctional roles.”In a Holacracy, the main unit is called the “circle,” which is a distinct yet fluid team. Leadership becamesimilarly fluid with the changing circles. Circles are designed to meet certain goals and are created anddisbanded as project needs change. The intent is that people self-select to work on…