This document contains a worksheet with questions about fossil fuels, alternative energy resources, food supply, water resources, and alternative energy sources available in a given area. It asks the reader to answer each question in 150-200 words, citing references. The questions cover topics like the use and environmental effects of a selected fossil fuel, ways to increase the world's food supply including genetically modified foods, problems facing water resources worldwide and ideas for addressing them, and advantages and disadvantages of alternative energy sources available locally.

1. Fossil Fuels and Alternative Energy Resource Worksheet
SCI/256 Version 5
1
University of Phoenix Material
Fossil Fuels and Alternative Energy Resource Worksheet
Using the textbooks, the University Library, or other resources,
answer each of the following questions in 150 to 200words.
Provide References as well.
1. Select a fossil fuel. How is this fossil fuel used? What are the
adverse effects on the environment?
2. What are the two things that humanity can do to increase the
world’s food supply? How do genetically modified foods
(GMOs) fit into providing food for a growing population? Do
you favor GMOs or not and why?
3. What are the two major problems that we face in terms of the
world’s water resources? Which of them affects the most
people? What are your ideas about how we could deal
effectively with these problems?
4. What alternative energy sources are available in your area?
What are the advantages/disadvantages of each of them? If you
were given the option, would you choose to purchase your
energy from one of these alternative resources? Explain your
reasoning.

2. Copyright © 2013 by University of Phoenix. All rights reserved.
Name
Course
Instructor
Date
HR discussions
Benefits:
Explain the differences in how linking benefits to individual, gr
oup, or organization performance would work and why you
would or would not recommend this strategy to an organization.
What kinds of benefits would you link to each and why?
Benefits, whether linked to individual, group, or organization
performance helps improve performance in the organizations.
Benefits will help in increasing efficiency and meeting the
organizational goals and objectives (Martocchio, 2013). Linking
benefits to individual, group or organizational performance
involves setting goals at the respective level and rewarding the
degree to which the goals have been met.
I would recommend this strategy because it encourages goals
setting and attainments. When benefits are linked to individual
performance, the organization is able to harness individual
potential. When they are linked to group performance, they are
able to encourage team work and harness the maximum potential
of the teams. When linked to organization performance, it
encourages cooperation in the whole organization with the aim
of achieving the overall organizational goals. This strategy can
therefore help organizations to manage individual, group and
organizational performance in a more strategic and effective
way (Martocchio, 2013).
The benefit that I would link to individual performance includes
the likelihood for promotion. The benefit that I would link to
group performance would be a holiday pay for the best group.

3. Finally, the benefit that I would link to organization
performance is stock bonuses or profit sharing to the employee
after achieving a set objective.
Global Unions:
How does the U.S. industrial and labor relations system (unions
) compare with systems in other countries, such as those in Wes
tern Europe? Give specific examples.
Trade unions in Europe are defined by their high degree of
coherence and unity and enormous diversity. All major
confederations in Europe have been brought together by
European Trade Union Confederation (Cotton, 2011). However,
there are exceptions that include various specific professional
and managerial staff organizations belonging to the European
Executive and Managerial Staff Confederation and other
organizations outside the mainstream trade union and affiliated
to European Independent Trade Unions Confederation. The
European Trade Union Confederation has a total of 60 million
affiliated memberships (Cotton, 2011). Trade unionism structure
in the United States is relatively straightforward. There is one
main national confederation known as American Federation of
Labor and the Congress of Industrial Organizations. This
federation consists of a very large number of occupational and
industrial unions. Very few unions lie outside this umbrella.
The unionization rate of Western Europe is very high at 80-
90%. The United States has the lowest rate. The United States
also lacks a big history on the class-based divisions compared
to Western Europe. The labor movement of Europe is also
broader than that of the US by 60% (Cotton, 2011). Other
notable differences between the two include formal worker
decision making and participation. Workers compensations and
works council are mandated by law in Western Europe.
Collective bargaining agreements are therefore oriented towards
regional issues or industry wide instead of on local issues like
in the United States.
Benefits to you:
What benefits do YOU value? How do they affect how you feel

4. about your workplace?
I value benefits that foster the harmony between demands of my
work and the demands of my personal life. My employer offers
us paid holidays for Independence Day, Memorial Day,
Thanksgiving Day, Christmas Day and New Year’s. These
benefits make me love my work because I feel the the employer
values my personal life. This makes me feel obligated to report
to work on the normal days. It also motivates me to work harder
and to value the demands of my work just like the employer
values the demands of my personal life.
Do you think the benefits you value most might change over tim
e? Why?
I think the benefits I value most will change over time. Being a
young professional, the demands for my personal life includes
spending more time with my family. As time goes, I will value
benefits that protect me and my family from any possibility of a
severe economic hardship due to loss of life, disability, illness
or unemployment. The benefits that I will value at this point
will be medical insurance, life assurance, and retirement
benefits.
References
Cotton, E., & Croucher, R. (2011). Global unions, global
business: global union federations and international business.
Libri Publishing.
Martocchio, J. (2013). Employee benefits. McGraw-Hill Higher
Education.
Name
C
ou
r
se
Instructor

5. D
ate
HR discussions
Benefits
:
Explain
the
differences
in
how
l
ink
ing
benefits
to
individual,
gr
oup,
or
organization

6. perfor
manc
e
would work and why you would or would not
recommend
this
strategy
to an
organizatio
n.
What
kinds
of
benefits
would
you
link
to
each
and
why?
Benefits, whether linked to individual, group,

7. o
r organization performance helps improve
performance in the organizations.
B
enefits
will
help in increasing
efficiency
a
n
d meeting the
organizat
ional goals and objectives
(
Martocchio,
2013)
.
L
inking
benefits to
individual
, group or
organizational
performance
involves setting goals at the respective level and rewarding the
degree to which the goals have been met.
I
would

8. recommend
this strategy
because
it encourages goals setting and attainments.
W
hen
benefits
are
linked
to
individual
performance, the organization is able to harness
individual potential.
W
hen
they are linked to group performance, they are able to
encourage team
wor
k and h
arness the maxi
mum potential of the teams.
W
hen
linked to organization
perfo
rma
nce, it encourages cooperation in the whole organization with
the aim o
f

9. achieving
the
overall organizational goals.
T
his
strategy
can
therefore
help
organizations to manage individual,
group and organizational perfor
m
anc
e in a mor
e strategic and effective way
(
Martocchio,
2013)
.
T
he
benefit
that
I
would link to individual

10. performance
include
s the likelihood for
promotion.
T
he
benefit
that
I
would link to group perform
anc
e would be a holiday pay for the
Wages survey
Wage surveys are critical in any organization and undertakes
multitude of purposes particularly for strategic decision about
determination of the organization’s wage level. In my
organization I would carry out the wages survey analysis in
identifying what other organizations particularly those that have
motivated workforce, continuous improvement and learning, and
low labor turnover on how they pay similar work in the outside
marketplace.my organization’s pay structure might differ from
the competing organization concerning the basic pay, incentive
pay as well as benefits. It is imperative to note that since all
organizations recompense employees differently in line with
their jobs, wage surveys is paramount in establishing come of
the key wage differentials in between jobs. This ought to be the
first step of coming up with the organization’s wage structure.
Some of the potential consequences of employing pay structure
different from those of the competitors include high labor
turnover rate hence low productivity and poor reputation. It may

11. as well result to having workforce in the organization’s that are
less motivated and have no interest of the wellbeing of the
organizations. Best practices undertake that workforce is the
greatest assets for any given organization in absence of
workforce nothing can be achieved. It is thus recommended to
fairly remunerate the workforce in addition of employing
effective people management skills (Reedy, 2014).
References
Reedy, M. K. (2014). At-Will Fiduciaries? The Anomalies of a
'Duty of Loyalty' in the Twenty-First Century. Nebraska Law
Review.
Running head: HR CASE STUDY 2
HUMAN RESOURCE CASE STUDY
Case Study
There are several analysis that the human resource manager can
carry out to determine the extent of need for training. These

12. analysis range from organization to individual performance as
highlighted below:
Organizational Analysis is an analysis of the organization's
strategies, goals, and objectives and the extent to which
employees are conversant with them or are diligently working
towards their realization. In this case, the human resource
manager should determine why a training program is critically
important to solve an existing problem in t6he organization.
Further, the manager should find out the history of the company
regarding training programs as an intervention on non-
functional teamwork.
Performance Analysis would be important in identifying
whether the employees are performing up to the standard
established. In this case, if performance is below the set
standard, the manager will then find out the best training that
can be used to fill performance gap. Other factors to be
analyzed include the training sustainability and its cost
effectiveness among others.
Training is a performance improvement tool that is critically
important when employees are not performing up to a given
criteria, standard or expected. A major analysis that can be
conducted to indicate whether the human resource training is
required seeks to establish the difference between the actual
level and the expected level of job performance. One area
involves the direct relationship between employees. This is
evident when individual performance is emphasized by
employees more that team work. In this case, workers show
more preference to work a lone that sharing responsibilities or
complementing each other.
Another factor that could be responsible for poor team work in
the case described by Melinda and Toran is low morale and
motivation among workers and poor management structures in
the organization.
Article:
Essential Not Optional: Why Employee Training &
Development Matters

13. This article, just as suggested by its name, declares that
employees’ training in critically important in all organization.
According to the article, employee training is important in
filling skill and knowledge gap, addresses performance issues
and prepares employees for leadership and managerial
responsibilities. The article, in addition, cites the constantly
changing technologies in the world of business. In this case, the
company cannot assimilate the new technologies without proper
skills impartation among employees. Still, employee training
and development enables the team to address a range of issues
around growth and change. This helps the organization adapt to
structural change in the industry and the economy.
Lastly, the article highlights some of the benefits that the
company accrued by the company as a result of employee
training and development. They include increased productivity
by filling skills and training gap, increased staff morale and
hence satisfaction and retention, fostering learning culture in
the organization through structured training programs and high
return on investment (ROI) through efficient utilization of
resources among others.
In conclusion, employee training and development is essentially
important in ensuring that workers are kept updated with the
current trends in economy, technology, knowledge and skills
concerning their roles in the organization, Davis-Blake (2003).
References
Davis-Blake, A. & Uzzi, B. (2003). Determinants of
employment externalization: A study of temporary workers and
independent contractors. Administrative Science Quarterly, 38
(2), 195.
Link of the article
https://www.biv.com/article/2014/9/essential-not-optional-why-
employee-training-devel/