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- An HR director is outsourcing recruiting efforts to a staffing organization and is charged with implementing the staffing organization project/initiative. The original plan had been to eliminate in-house staffing personnel, but, at the hiring managers' request, the HR director has decided to maintain a small in-house team of corporate recruiters who will work with the staffing organization. This will provide continuity for the hiring managers in the organization. The HR director must facilitate the integration of the staffing organization team with full-time personnel from the organization. The staffing organization team will consist of recruiters, sourcing professionals, and administrative assistants led by a staffing organization manager.The staffing organization recruiters manage the intake of open positions from the hiring managers. The in-house corporate recruiters assess open positions for fulfillment. The corporate recruiters often bypass the staffing organization manager to…An HR director is outsourcing recruiting efforts to a staffing organization and is charged with implementing the staffing organization project/initiative. The original plan had been to eliminate in-house staffing personnel, but, at the hiring managers' request, the HR director has decided to maintain a small in-house team of corporate recruiters who will work with the staffing organization. This will provide continuity for the hiring managers in the organization. The HR director must facilitate the integration of the staffing organization team with full-time personnel from the organization. The staffing organization team will consist of recruiters, sourcing professionals, and administrative assistants led by a staffing organization manager.The staffing organization recruiters manage the intake of open positions from the hiring managers. The in-house corporate recruiters assess open positions for fulfillment. The corporate recruiters often bypass the staffing organization manager to…Which of the following best summarizes the Peter Principle? A) Most executives fear changing the status quo, so they promote based on seniority not competence. B) A person's level of competence determines how high he or she rises in a firm's hierarchy. C) The glass ceiling prevents competent women from being promoted to positions of power. D) People are eventually promoted to positions that are beyond their levels of competence. E) A person's competency is too difficult to determine, so promotions are based on seniority.
- Based on the BP Deepwater Horizon case, which of the following best characterizes BP CEO Tony Haward’s handling of the Deepwater Horizon crisis? a. Hayward failed to authentically express concern and remorse in the early days of the disaster and made several missteps that hurt BPs reputation. b. Hayward demonstrated strong crisis management skills by thoroughly communicating the steps and procedures that would be followed to stop the oil spill and prevent additional spills in the future. c. Hayward spent too much money and resources on addressing the oil spill, as the funds would have been better spent as a dividend for shareholders. d. Hayward made a good strategic decision to invest in a public relations campaign to influence local residents impacted by the oil spill. e. Hayward developed strong relationships with several key stakeholders, including the President of the United States, which were important for managing the crisis.Kayden ran his own small company, WeBike, and had six people working for him. Dante also worked in a small company, BikesRUs, but he and four other co-workers answered to Sven, whose father owned the company and made all the final decisions. Based on this information, which of the following statements is true? WeBike’s company chart would be narrower than company chart of BikesRUs. Kayden has a wider span of control than Sven. BikesRUs would have a flatter company chart compared to WeBike’s company chart. Both companies have decentralized decision making. WeBike has a longer chain of command than BikesRUs.As part of the Succession Plan Committee, you have been tasked with identifying future leaders for this position that will be open over the next 12-24 months Position: Sales Director, Middle East Location: Riyadh, Saudi Arabia Reports to: Executive Director, Asia Division ISN's Asia Division will be opening its first Middle East location in Saudi Arabia in the next 12 months. An Operations Director will be needed to head up this new division. A team of local salespeople will need to be recruited, hired, and trained by this leader. It is expected that this sales team may be largely men. Two sources that are recommended for more information about doing business in Saudi Arabia are: 1. https://www.commisceo-global.com/resources/ 2. https://www.commisceo-global.com/resources/management-guides/saudi-arabia-management-guide Also incorporate this leadership competencies in your answer. I. Global culture intelligence Il.Uses customer at the center of the decision-making and creating…
- 1. Under the principle of unity of command, a. employees can report to two managers, so they needs to decide whose directions no follow if multiple managers tell them to do things differently. b. employees can refuse to do both tasks if two different managers tell them to do two different things at the same time. c. employees will need to determine how they can multitask. d. employees need to decide which manager has more power if two different managers tell them to do two different things at the same time. e. employees should report to no more than one manager.According to COSO, which of the following differences relevant to the risk-assessment process is most likely to exist bel large entity and a small entity? O A. O B. O C. O D. The CEO of a small entity is more likely than the CEO of a large entity to be attuned to risks arising from internal factors through hands-on involvement with all levels of personnel. The risk-assessment process in a small entity is more structured than in a large one because of the nature of some of the internal control components in a small entity. An owner-manager of a small entity will not normally learn about risks arising from external factors through direct contact with customers, suppliers, and other outsiders, whereas in large entities this process is part of the entity's primary way of identifying new risk. Risk assessment in a small entity, as opposed to that in a large entity, can be problematic to implement because the in- depth involvement of the CEO and other key managers is a conflict of interest…Sachs have put pressure on him to change. On April 25, 2017, CNBC reported that these scandals may have knocked $10 billion off Uber’s value. Travis has publicly apologized for some of his behavior and acknowledged that he needs management help. On June 6, 2017, Uber announced that it fired more than 20 employees as a result of the investigation. On June 13, 2017, Kalanick took an indefinite leave of absence from Uber. On June 20, 2017, after multiple shareholders reportedly demanded his resignation, Kalanick resigned as CEO. Only time will tell how Uber will perform without its founding CEO. 1. The text describes four conflict resolution styles: accommodating, avoiding, forcing, and collaborating. Which style is Travis more likely to exercise given his personality and ambition?
- assume the following scenario for this assignment: One of your duties as a change consultant is to offer recommendations leading to organizational change. Such recommendations may require the reorganization of staff, workers, and external consultants into new teams. Moreover, some individuals may be dismissed from the labor pool because of redundancies, lacking budgets, and changes in organizational goals. As a change consultant, you are working at a facility where the administration is considering de-centralizing product departments to break down silo walls across locations. Also, you were provided a large quantity of data showing that changes will benefit the organization at the cost of disrupting staffing, causing conflict, and demanding conflict resolution meetings and services. First goal. As a consultant, you used the data you collected to arrive at the most informed decisions possible regarding changes to the organization. Discuss the following: What steps would you follow and…C3 Super LLC which basically manufactures consumer products decided to produce additional type of products which are cosmetics and health care products. The company functions were mainly divided into various functions like Purchase, Production, Marketing, Finance, Quality Control and Human Resources. Each section is headed by a Manager and employees are grouped as per their role. This type of structure will ensure that employees are making use of their skills effectively. This organizational structure was enough to design similar groups and related jobs together. They continue with same type of structure without considering the new decision. Unfortunately, Health Care production failed and affected the production of all product types. Reasons identified for the failure includes poor communication and lack of understanding across the units. This made the operations more complicated and the management could not easily understand due to various technicalities. Moreover workers were…Dena, an employee at AAA Company, perceives that while she contributes the same effort and skills to theorganization as her colleague John, she receives lower pay. This is an example of ---- for Dena. A) overpayment inequity.(B) instrumental inequity.(C)distributive equity.(D) underpayment inequity.