1Running Head PROCESS OF UNIONIZATION2PROCESS OF UNIONIZATI.docx
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1 Running Head: PROCESS OF UNIONIZATION 2 PROCESS OF UNIONIZATION Process of Unionization Cassandra Dunn Colorado Technical University 09/06/16 Introduction Unions are workers associations that negotiate for improved conditions, benefits and wages for the employees they symbolize. Unionized workers have a tendency to make advanced earnings and have better admittance to employer-supported reimbursement as compared to the non-unionized workers, including paying lesser proportions of their healthcare payments. Most significantly, the privilege to unionize is sheltered by rule (Deakin and Morris 2012). Establishing a union is an independent procedure that necessitates workers to cast their vote to unionize. If a popular of the colleagues has the same opinion, one can partner with an accessible union or generate an autonomous union. The purpose of this project is it to analyze the unionization process, collective bargaining as well as right to work laws. Process for Unionization The procedure of creating a union starts when union planners ask for authorization cards in an aimed grouping of workers adequate to the National Labor Relations Board. As soon as the cards are signed they permit the union to stand for the signer in working with the manager on problems relating to working conditions, benefits, wages and hours. Union council and workers who hold up the union will endeavor to persuade workers to sign the approval cards. The NLRA protects the privileges of workers to join, form, assist and organize labor associations alongside protecting the rights of managers to communicate observations, opinions or arguments regarding unions provided that such expression does not have reprisal threat or force or even promise of benefit. The next step is to have the union avoidance strategy that has conversed to every worker at the instance of sign up. Managers should as well be acquainted with the signs of union creation for instance unusual group of workers gathering prior to and after the job or the unearthing of union cards. Immediately a union acquires signed cards from no less than a third of the workers in the aimed at group, it can file an appeal for depiction with the NLRB or if a union acquires more than half of the workers to sign approval cards; it possibly will provide the manager with a command for acknowledgment of the union (Farrington, 2006). Amid the filing of the petition and the duration of voting, manager-council characteristically attempt and persuade workers to cast their vote against unionization. During the election date, if more than half of the voting staff cast their vote for union council, the union is defeated on the election and the crowd of appropriate supporters continues to be union-liberated. Collective Bargaining Collective bargaining is an essential right. It is a chief way through which managers and their associations and trade unions can institute better earnings and working environment. In addi ...
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Module 2 The Unionization Process and Negotiating the Collective .docx
Module 2: The Unionization Process and Negotiating the Collective Bargaining Agreement
Topics
1. Union Organizing and Election Campaigns
2. The Negotiations Process
3. Negotiating Economic and Administrative Issues
4. Resolving Negotiations Impasses
1. Union Organizing and Election Campaigns
The unionization process involves union organizing and election campaigns. The NLRB has adopted a step-by-step procedure for authorizing and conducting elections by employees on the question of union representation. Management and union officials, as well as employees, enjoy specific rights during these campaigns, but these rights have limits.
Typically the union organizer does not create the climate for unionization. Rather, it is a group of dissatisfied employees that creates a climate ripe for unions. The successful organizer can generate support for the union by capitalizing on this dissatisfaction. Unions use several tactics, including house calls, small group meetings, leafleting, and the formation of an employee-led organizing committee, to increase employee involvement and support. Unions are increasingly turning to the Internet and e-mail as additional means to recruit members.
For the union and its supporters, the ultimate goal is to achieve recognition or certification. Only when the union becomes formally recognized by the company or certified by the NLRB can it insist upon good-faith negotiations with the employer. Recognition/certification may occur in one of the following three ways:
1. secret ballot election conducted by the NLRB
2. an employer's voluntary recognition of the union when it finds that the union is acceptable and it is evident that support is widespread among employees (in which case no campaign is called for)
3. summary direction of the NLRB (supported by the Supreme Court in NLRB v. Gissel Packing Co.), where the board finds that a fair election is impossible because of the employer's grave and numerous unfair labor practices
Congress has charged the NLRB with determining which employees are within the bargaining unit. In making this determination, the NLRB evaluates whether the group the union is attempting to organize possesses a community of interest. Shared working conditions, shared supervision, and common personnel rules are all indicators that a group of employees shares a community of interest.
Other groups are excluded from union representation by law and may not be part of the bargaining unit. Supervisors and managers are among those who are prohibited from being in the bargaining unit. The same is true for confidential employees, who may fall into this category because of family ties to the business owner or because of the nature of their job responsibilities. As an example, human resources staff would generally qualify as confidential employees and thus be barred from union representation.
Voluntary recognition and summary NLRB direction are both very rare. The normal method is a secret ballot election conduct ...
Assignment 5 informational banner
This document outlines the advantages and disadvantages of labor union membership according to several sources. The key advantages include higher wages and better access to benefits through collective bargaining, job security due to protections against unjust firing, increased bargaining power in numbers, and seniority-based protections. The main disadvantages are the loss of personal autonomy, required payment of union dues, potential job loss if the union declines, a less collaborative work environment, and seniority rules that can disadvantage new employees. Employers also face disadvantages like increased risks of strikes, lawsuits, and accounting burdens.
The Rights and Responsibilities ofEmployees Confronted With .docx
The Rights and Responsibilities of
Employees Confronted With Union
Discipline
By Rossie D. Alston, Jr.
Mr. Alston is staff attorney with the Notional Right to Work Legal
Defense Foundation, Inc. in Springfield, Virginia.
© 1987 by Rossie D. Alston, Jr.
The difficult decision of whether to join
or support a labor organization often con-
fronts the individual in the workplace. If
he joins such an organization voluntarily,
the issue sometimes becomes whether he
must support its every action. In a plural-
istic society such as ours, it is hardly
surprising that the opinions of an individ-
ual employee do not always coincide with
those of the labor organization charged
with representing that employee's bar-
gaining unit.
Such differences of opinion place the
employee in a difficult position. While he
may firmly believe in his decision not to
support the union on a particular issue, if
the employee is a union member, the fact
remains that the union has the power to
discipline him for not "toeing the union
line," This situation usually arises during
a strike. The decision of whether or not to
support the union is often complicated by
the employee's need to meet his family's
financial obligations.
Unfortunately, most people do not
either know or clearly understand their
legal alternatives under the circum-
stances outlined above. This article is
designed to instruct both the individual
employee and the practicing attorney on
the rights of an employee who chooses to
return to work during a strike and on the
obligations imposed upon the union under
federal and state law if it attempts to
discipline that employee for violating
union rules.
Any discussion of union discipline must
begin with the premise that a labor organ-
ization may take disciplinary action
against its voluntary members only.^ The
seminal case of Scofield v. NLRB states:
"[A] union [is] free to enforce a properly
adopted rule which reflects a legitimate
union interest, impairs no policy Congress
has imbedded in the labor laws, and is
reasonably enforced against union mem-
bers who are free to leave the union and
escape the rule." ^ Thus, a union cannot
discipline anyone who is not a formal
member of that union. Moreover, even a
member can defend himself against a
union's effort to discipline him if he can
demonstrate that his membership was not
voluntary.
The employee often mistakenly believes
that, as a condition of his continued
employment, he must become and remain
a formal member of the labor organization
representing his bargaining unit.^ Most
individuals in the workplace do not real-
ize that they cannot lawfully be required
to be a formal member of a union as a
condition of employment. (A formal mem-
ber is one who signs a union membership
card and thereby obligates himself to
abide by the union's rules and regula-
tions.) What a union or comjiany often
will fail to tell employees is that they
' NLRB V. Granite State Joint Board Textile Workers
Local 1029, 69 LC fl 13,1.
What are unions
Unions negotiate collective bargaining agreements or union contracts with employers on behalf of union members. A union contract establishes terms of employment such as wages, benefits, hours, and grievance procedures. It is a legally binding agreement that aims to improve worker status while keeping the employer in business. If employers violate contract terms, unions can file grievances and potentially take disputes to arbitration. The goal of a union contract is to provide consistent rules and protections for all union workers.
Understanding the Role of Labor Unions and Collective Bargaining
Understanding the Role of Labor Unions and Collective Bargaining for more visit - https://www.whizolosophy.com/category/employment-career/article-column/understanding-the-role-of-labor-unions-and-collective-bargaining
How to solve grievances with union contracts
Unions negotiate contracts with employers to represent workers and secure improvements in wages and working conditions. A union contract outlines the employment terms and a grievance process for resolving disputes. The typical grievance process involves an employee first bringing an issue to their supervisor, then a union representative if unresolved, and finally an arbitrator if the union and management cannot agree. The contract establishes binding rules for all workers to prevent favoritism and unjust treatment.
Labour law
collective bargaining - common methods - bargaining process - tips conditions and success - benefits
Trade Unions
Trade unions are associations of workers or organization formed together by labour, workers or employees to achieve their demands for better conditions at their work atmosphere. A labor union, or trade union, is an organization of workers who have joined together to achieve goals in areas such as wages and working conditions. The union negotiates contracts and conditions with employers, keeping employee satisfaction high and protecting workers from unsafe or unfair working conditions.
Recommended
Module 2 The Unionization Process and Negotiating the Collective .docx
Module 2: The Unionization Process and Negotiating the Collective Bargaining Agreement
Topics
1. Union Organizing and Election Campaigns
2. The Negotiations Process
3. Negotiating Economic and Administrative Issues
4. Resolving Negotiations Impasses
1. Union Organizing and Election Campaigns
The unionization process involves union organizing and election campaigns. The NLRB has adopted a step-by-step procedure for authorizing and conducting elections by employees on the question of union representation. Management and union officials, as well as employees, enjoy specific rights during these campaigns, but these rights have limits.
Typically the union organizer does not create the climate for unionization. Rather, it is a group of dissatisfied employees that creates a climate ripe for unions. The successful organizer can generate support for the union by capitalizing on this dissatisfaction. Unions use several tactics, including house calls, small group meetings, leafleting, and the formation of an employee-led organizing committee, to increase employee involvement and support. Unions are increasingly turning to the Internet and e-mail as additional means to recruit members.
For the union and its supporters, the ultimate goal is to achieve recognition or certification. Only when the union becomes formally recognized by the company or certified by the NLRB can it insist upon good-faith negotiations with the employer. Recognition/certification may occur in one of the following three ways:
1. secret ballot election conducted by the NLRB
2. an employer's voluntary recognition of the union when it finds that the union is acceptable and it is evident that support is widespread among employees (in which case no campaign is called for)
3. summary direction of the NLRB (supported by the Supreme Court in NLRB v. Gissel Packing Co.), where the board finds that a fair election is impossible because of the employer's grave and numerous unfair labor practices
Congress has charged the NLRB with determining which employees are within the bargaining unit. In making this determination, the NLRB evaluates whether the group the union is attempting to organize possesses a community of interest. Shared working conditions, shared supervision, and common personnel rules are all indicators that a group of employees shares a community of interest.
Other groups are excluded from union representation by law and may not be part of the bargaining unit. Supervisors and managers are among those who are prohibited from being in the bargaining unit. The same is true for confidential employees, who may fall into this category because of family ties to the business owner or because of the nature of their job responsibilities. As an example, human resources staff would generally qualify as confidential employees and thus be barred from union representation.
Voluntary recognition and summary NLRB direction are both very rare. The normal method is a secret ballot election conduct ...
Assignment 5 informational banner
This document outlines the advantages and disadvantages of labor union membership according to several sources. The key advantages include higher wages and better access to benefits through collective bargaining, job security due to protections against unjust firing, increased bargaining power in numbers, and seniority-based protections. The main disadvantages are the loss of personal autonomy, required payment of union dues, potential job loss if the union declines, a less collaborative work environment, and seniority rules that can disadvantage new employees. Employers also face disadvantages like increased risks of strikes, lawsuits, and accounting burdens.
The Rights and Responsibilities ofEmployees Confronted With .docx
The Rights and Responsibilities of
Employees Confronted With Union
Discipline
By Rossie D. Alston, Jr.
Mr. Alston is staff attorney with the Notional Right to Work Legal
Defense Foundation, Inc. in Springfield, Virginia.
© 1987 by Rossie D. Alston, Jr.
The difficult decision of whether to join
or support a labor organization often con-
fronts the individual in the workplace. If
he joins such an organization voluntarily,
the issue sometimes becomes whether he
must support its every action. In a plural-
istic society such as ours, it is hardly
surprising that the opinions of an individ-
ual employee do not always coincide with
those of the labor organization charged
with representing that employee's bar-
gaining unit.
Such differences of opinion place the
employee in a difficult position. While he
may firmly believe in his decision not to
support the union on a particular issue, if
the employee is a union member, the fact
remains that the union has the power to
discipline him for not "toeing the union
line," This situation usually arises during
a strike. The decision of whether or not to
support the union is often complicated by
the employee's need to meet his family's
financial obligations.
Unfortunately, most people do not
either know or clearly understand their
legal alternatives under the circum-
stances outlined above. This article is
designed to instruct both the individual
employee and the practicing attorney on
the rights of an employee who chooses to
return to work during a strike and on the
obligations imposed upon the union under
federal and state law if it attempts to
discipline that employee for violating
union rules.
Any discussion of union discipline must
begin with the premise that a labor organ-
ization may take disciplinary action
against its voluntary members only.^ The
seminal case of Scofield v. NLRB states:
"[A] union [is] free to enforce a properly
adopted rule which reflects a legitimate
union interest, impairs no policy Congress
has imbedded in the labor laws, and is
reasonably enforced against union mem-
bers who are free to leave the union and
escape the rule." ^ Thus, a union cannot
discipline anyone who is not a formal
member of that union. Moreover, even a
member can defend himself against a
union's effort to discipline him if he can
demonstrate that his membership was not
voluntary.
The employee often mistakenly believes
that, as a condition of his continued
employment, he must become and remain
a formal member of the labor organization
representing his bargaining unit.^ Most
individuals in the workplace do not real-
ize that they cannot lawfully be required
to be a formal member of a union as a
condition of employment. (A formal mem-
ber is one who signs a union membership
card and thereby obligates himself to
abide by the union's rules and regula-
tions.) What a union or comjiany often
will fail to tell employees is that they
' NLRB V. Granite State Joint Board Textile Workers
Local 1029, 69 LC fl 13,1.
What are unions
Unions negotiate collective bargaining agreements or union contracts with employers on behalf of union members. A union contract establishes terms of employment such as wages, benefits, hours, and grievance procedures. It is a legally binding agreement that aims to improve worker status while keeping the employer in business. If employers violate contract terms, unions can file grievances and potentially take disputes to arbitration. The goal of a union contract is to provide consistent rules and protections for all union workers.
Understanding the Role of Labor Unions and Collective Bargaining
Understanding the Role of Labor Unions and Collective Bargaining for more visit - https://www.whizolosophy.com/category/employment-career/article-column/understanding-the-role-of-labor-unions-and-collective-bargaining
How to solve grievances with union contracts
Unions negotiate contracts with employers to represent workers and secure improvements in wages and working conditions. A union contract outlines the employment terms and a grievance process for resolving disputes. The typical grievance process involves an employee first bringing an issue to their supervisor, then a union representative if unresolved, and finally an arbitrator if the union and management cannot agree. The contract establishes binding rules for all workers to prevent favoritism and unjust treatment.
Labour law
collective bargaining - common methods - bargaining process - tips conditions and success - benefits
Trade Unions
Trade unions are associations of workers or organization formed together by labour, workers or employees to achieve their demands for better conditions at their work atmosphere. A labor union, or trade union, is an organization of workers who have joined together to achieve goals in areas such as wages and working conditions. The union negotiates contracts and conditions with employers, keeping employee satisfaction high and protecting workers from unsafe or unfair working conditions.
How to solve grievances with union contracts
Unions negotiate contracts with employers to represent workers and secure improvements in wages and working conditions. A union contract outlines the employment terms and a grievance process for resolving disputes. The typical grievance process involves an employee first bringing an issue to their supervisor, then a union representative if unresolved, and finally an arbitrator if the union and management cannot agree. The contract establishes binding rules for all workers to prevent favoritism and ensure fair treatment.
Assgnment on HRM
Collective bargaining is a process of negotiation between employee representatives, usually a trade union, and employers over terms of employment such as wages, working hours, and safety conditions. It aims to reach a collective agreement to regulate these terms. Successful collective bargaining requires certain prerequisites like sufficient organization of workers, freedom of association, and mutual recognition between employers and unions. The process involves single-party or multi-party negotiations initiated through written notice to reach a written collective bargaining agreement signed by both sides. Mediators can assist parties if negotiations become stalled.
The Pros And Cons Of Collective Bargaining
The document discusses collective bargaining, which establishes negotiation between workers and employees regarding salaries, work hours, healthcare, and other terms. It allows workers to unionize and protects them from employer interference. Collective bargaining aims to improve working conditions and compensation relative to the past when workers faced long hours, unsafe conditions, and low pay. The nature of collective bargaining has evolved over time. It also discusses some disadvantages of collective bargaining such as potential limitations on the right to strike.
Employee relations
Employee relations’ refers to the collective relationships that an employer has with its employees. These relationships may be with the entire employee group, or with smaller groups within it, but they are always with groups of employees.
Employee relations is about the relationship between employees and employer that is conducted through communication with trade unions, staff associations
or representatives of employees, or directly with groups of employees.
The relationship an individual has with the employer, for example by agreeing, as an individual, to attend work and to be bound by disciplinary rules, is not employee relations’.
Our approach
We believe in a dynamic approach. Employee relations needs managing. We are neither pro- nor anti-union. However, if a trade union is an obstacle to a client’s objectives, we reckon it is better to make plans to overcome this than to accept the status quo. So we may recommend that the company set up other channels of communication; or reduce the influence of the union; or
enhance one union at the expense of another. If no union is recognised, we also draw up plans that promote the client’s objectives. This may mean winning the support of the workforce through initiatives to promote a helpful
dialogue, for example.
There are statutory requirements for collective action, such as to consult about redundancy, or to provide information. We ‘manage’ these activities, to retain control of the agenda, information and timescales, rather than passively apply the legislation.
We reckon that efforts to talk to employees and tell them about the business are likely to help, rather than hinder, productivity.
Trade unions
Trade unions are voluntary organizations formed by employees to promote and protect their interests through collective action. The main functions of trade unions are to negotiate wages and working conditions with employers, lobby politically for better legislation, provide services to members, and promote workers' welfare, rights, and development. Trade unions also play important roles in regulating jobs, furthering industrial democracy, and advising on human resources issues. They aim to balance the interests of their members with those of the broader workforce and national economy.
Collective bargaining
Collective bargaining is a process of negotiation between representatives of workers and employers to establish conditions of employment. It typically involves negotiations over wages, working hours, and other terms of employment. The key aspects of collective bargaining include representation of workers by a union, negotiation between union representatives and management over terms of employment, and establishing a collective agreement to regulate the relationship between workers and employers.
Collective bargaining
Collective bargaining is defined as a process where representatives of workers and employers determine essential conditions of employment through negotiation. There are several forms of collective bargaining including distributive, integrative, productivity, composite, and concessionary bargaining. Successful collective bargaining requires strong unions, recognition of bargaining agents, determining the scope of issues to be negotiated, and a suitable framework to govern the process. Some challenges to effective collective bargaining in India include weak unions, lack of union recognition procedures, political interference, and overreliance on adjudication instead of negotiation.
Pros Of Collective Bargaining
The document discusses collective bargaining and its pros. It begins by summarizing a Supreme Court case that upheld the legality of unions collecting fair share fees to support collective bargaining. It then defines collective bargaining as the negotiation between union leaders and company management that sets terms of employment. Collective bargaining benefits all workers by law, whether they are union members or not. It establishes mandatory topics of negotiation like wages, hours and working conditions.
124Unions Member and Leader Attitudes, Behaviors, and.docx
124
Unions: Member
and Leader Attitudes,
Behaviors, and
Political Activities
Chapter 4 examined the structure of the labor movement, detailing its com-
ponents, offices, and activities. With unionization, wages, hours, and terms
and conditions of employment are determined on a bilateral basis, and
ongoing workplace governance is shared by the employer and the union.
In unionized environments, individuals are simultaneously employ-
ees and union members. Regardless of unionization status, employ-
ers have explicit expectations about employee effort and performance
within their jobs. Employees ultimately are responsible for operating
their union and bargaining with their employer. Member commit-
ment and participation may vary substantially depending on the local
employment environment and the governance structure of the union.
This chapter examines union member participation and commitment
and the role of national unions in influencing the external environment
through political action. As you study this chapter, consider the follow-
ing questions:
1. What factors influence the willingness of union members to participate
in local union activities?
2. Can an employee be simultaneously committed to both employer and
union goals?
3. What effect does union political action have on outcomes important to
organized labor?
4. What factors influence the participation of women and minorities in
local and national unions?
Chapter Five
Chapter 5 Unions: Member and Leader Attitudes, Behaviors, and Political Activities 125
THE INDIVIDUAL AND THE LOCAL UNION
Most people who are union members joined after being hired by a union-
ized employer. As Chapter 10 will describe in more detail, unions usually
negotiate union security clauses into collective bargaining agreements,
requiring that represented employees join the union or pay an agency
fee for representation services. In states with right-to-work laws, federal
employment, and most state and local public employment, employees
cannot be required to join unions if they are represented, and most often
they are not required to pay agency fees.
In some occupations, unions are a major labor supply source. Where
employment is transient (as in the construction and maritime industries),
and when the union takes a leading role in occupational skill training (as in
the building trades), entry to employment is most often through the union.
In these unions, membership is not usually required to be employed by
a unionized employer, but it is a prerequisite for being referred to many
opportunities.
Joining, Socialization, and Leaving
Employers usually orient new employees to their workplaces. Most often
new employees start work at the beginning of a pay period. They usually
attend a group meeting at which they receive information about the com-
pany and its policies and procedures, enroll in benefit programs, and the
like. Then the.
Collective Bargaining and Trade Unions
- Collective Bargaining
- Trade Union
- Why Employees Join Trade Union
- Factors Leading to Employee Unionization
- Collective Bargaining
- Process of Collective Bargaining
Labor Issues for the Non-Union Employer
Presented by Marci Rechtenbach and Christian Vanderhooft at the 2023 Employment Law Seminar with SL SHRM - Salt Lake City
Trade unions
This document discusses trade unions, their objectives, functions, and importance in industrial relations. It defines a trade union and explains that their primary purposes are to regulate relations between workers and employers, negotiate wages and conditions, and provide member services. The key functions of trade unions are militant functions like achieving higher pay and better work conditions, and fraternal functions like welfare measures and promoting growth. Finally, it provides examples of collective bargaining processes between trade unions and hotel management to resolve issues around reducing employee holidays and layoffs.
41920161Competencies1.Describe the reasons employe.docx
4/19/2016
1
Competencies
1.Describe the reasons employees join unions, and analyze the
statistics and trends of union membership.
2.Explain the goals and content of major U.S. legislation affecting
labor relations.
3.Define craft and industrial unions, and outline the sequence of
events in organizing and certifying or decertifying a union.
4.Describe how unions are adapting and changing as they look
to the future.
Managing Hospitality Human Resources
Chapter 10: Labor Unions
SOLIDARITY!
Unionization in the Hospitality Industry
• Unions
– Organizations comprised of employees who act together to promote and protect their mutual interests through collective bargaining.
• Labor contract (CBA)
– A written agreement covering a specific time that spells out management’s expectations for employees, and limits to management’s authority
Reasons Employee Join Unions
• They believe unions will help them accomplish
goals such as economic security
• They are dissatisfied with current job conditions,
e.g., layoffs
• They are dissatisfied with management, i.e., not
pay
• Employees often believe that union
representation will increase their control over the
workplace and protect them from unfair and
abusive managers
Statistics and Trends
• Union membership peaked in 1945
– With 35.8 percent of the non-agricultural work force in the
U.S. belonging to unions
• % of the work force belonging to unions has steadily
declined since 1945
– by 2009 it was 12.3 percent.
Why???
• Recent growth in membership
– public employees and teachers
Statistics and Trends (continued)
• Today, over 1/2 of unionized workers in the US (7.9
million) work for local, state, or federal government
• Union certification and decertification elections in
the hospitality indicate current decline in
membership will continue.
• Hotel Unionization most common in 12 states
– California, Pennsylvania, New York, Nevada, Washington,
Illinois, Ohio, Hawaii, New Jersey, Florida, Michigan, and
Massachusetts
• Restaurant Unionization most common in 8 states
– California, Pennsylvania, New York, Washington, Illinois,
Ohio, Michigan, and Oregon.
4/19/2016
2
Legislation Affecting Labor Relations
• The Wagner Act
• The Taft-Hartley Act
• The Landrum-Griffin Act
• The Civil Service Reform Act
• Worker Adjustment and Retraining
Notification Act (WARN)
The Wagner Act
• Gave employees the legally protected rights to
organize, strike, and engage in collective bargaining
through an elected representative.
• Created National Labor Relations Board (NLRB)
which prohibits employers from:
1. Interfering with or coercing employees to discourage
them from forming or joining unions
2. Attempting to dominate or influence the operation of
unions
3. Discriminating based on union membership or activity
4. Retaliating against employees who file unfair labor
practice charges with the NLRB
5. Failing to bargain in good faith
The Taft-Hartley Act
• In 1947, th.
Collective barganing
Collective bargaining is a process between employers and employees to reach agreements on work conditions. It aims to reach collective agreements on issues like pay, hours, training, and safety. It involves negotiations between employee representatives and employers to determine employment conditions. The result is a collective bargaining agreement. The collective bargaining process involves five steps - preparing negotiation teams, discussing ground rules, proposing positions, bargaining details, and finalizing a settlement agreement.
The Collective Bargaining Process
The document discusses three topics related to collective bargaining:
1. The collective bargaining process, including preparation, strategies, and tactics. Teams must be selected with specialists in various fields to be effective in negotiations.
2. Collective bargaining in nursing, which originated due to extreme nursing shortages. Unions help empower nurses and protect their welfare and profession.
3. Collective bargaining agreements, which regulate the relationship between management and labor. Agreements are negotiated to improve conditions like wages and benefits.
Trade union
The document discusses trade unions under Indian law. It defines a trade union as any combination of workers formed primarily to regulate relations between employers and employees. A trade union must be registered and have a minimum number of members engaged in a particular industry. Registration provides legal status and benefits like the ability to own property and sue others. The rules of a trade union must address matters like membership, leadership, finances, and dissolution. Advantages of trade unions are outlined for workers, employers and society as a whole, such as better wages and working conditions for workers and industrial peace for employers. Challenges faced by Indian trade unions include political divisions and a lack of democratic practices in some unions.
Core labour legislation impacting on the employment relationship 2
The document discusses collective bargaining and related concepts. It defines collective bargaining as a process where employee and employer representatives negotiate agreements on matters relating to employment. The process involves meeting, presenting demands, counterproposals, and sometimes threats, until an agreement is reached. Representation, power, common ground, and conflict are key elements in the process. Representation refers to elected officials negotiating on behalf of groups. Power is each party's ability to influence the other. Common ground is the desire for stability. Conflict arises from limited resources and differing views on distributing benefits. The document also discusses closed shop and agency shop agreements regarding union membership.
trade union
Trade unions are organizations that represent workers in negotiations with employers over wages, hours, and working conditions. Unions engage in collective bargaining to negotiate labor contracts on behalf of their members. The agreements reached are binding on both the union members and the employer. Trade unions in India represent workers in the organized sector as well as the large informal sector. They have a membership structure and work to achieve economic benefits and better treatment for workers. Industrial disputes can arise due to various causes, and unions use methods like strikes and negotiations to achieve their objectives.
Collective Bargaining in Nursing
Collective bargaining is a process of negotiations between employers and employee representatives, usually unions, to determine working conditions and terms of employment. It aims to reach binding agreements on wages, hours, benefits, grievance procedures, and other aspects of work. The document discusses the history and objectives of collective bargaining, how it works, advantages and disadvantages, and its role in the nursing profession specifically. It provides definitions of key terms, the differences between professional associations and unions, and factors that influence successful negotiations.
Business UseWeek 1 Assignment #1Instructions1. Plea.docx
Business Use
Week 1: Assignment #1
Instructions
1. Please read these two articles:
· Using forensics against a fitbit device to solve a murder: https://www.cbsnews.com/news/the-fitbit-alibi-21st-century-technology-used-to-help-solve-wisconsin-moms-murder/
· How Amazon Echo could be forensically analyzed! https://www.theverge.com/2017/1/6/14189384/amazon-echo-murder-evidence-surveillance-data
2. Then go around in your residence / dwelling (home, apartment, condo, etc) and be creative.
3. Identify at least five appliances or devices that you THINK could be forensically analyzed and then identify how this might be useful in an investigation. Note - do not count your computer or mobile device. Those are obvious!
4. I expect at least one paragraph answer for each device.
Why did I assign this?
The goal is to have you start THINKING about how any device, that is capable of holding electronic data (and transmitting to the Internet) could be useful in a particular investigation!
Due Date
This is due by Sunday, May 10th at 11:59PM
Surname 6
Informative speech on George Stinney Jr.
A. Info research analysis
The general purpose of the speech was to inform people about the civil injustice being done against the African American community in the United States. The specific purpose of the speech was to portray to the audience how an innocent 14-year old black boy suffered in the hands of the South Carolina State law enforcing officers. He was falsely accused of killing two white girls and electrocuted within two months after conviction.
I decided the topic of my speech after perusing through all the suggested topics ad found that the story of George Stinney Jr. was touching and emotional entirely.
This topic benefits the audience and the society in general by giving them an insight of the cruelty that the American law system has against the African American community. The audience gets to know how the shady investigations were done with claims that George had pleaded guilty to the charges of murder when there was no real evidence tying him to the crime or a signed plea agreement.
The alternative view that I found in the research was the version of the investigating officer of the case who claimed that the 14-year old boy managed to kill two girls aged 11 and 7 with a blunt object and ditch them in a nearby trench. This alternative point of view did not make sense because it is hard for a 14-year old boy to use the force that was reported by postmortem results to kill the girls. Therefore, I knew everything was a lie and I had to take the point of view of George’s innocence.
B. informative outline
Introduction:
George Stinney Jr. was an African American boy born on October 21, 1929 in Pinewood, South Carolina, U.S. He is considered as the youngest person to be executed by the United State government in 20th century.
Main body
Investigations of the alleged crimes (Bickford, 05)
The investigations concerning the alleged crimes of George S.
Business UsePALADIN ASSIGNMENT ScenarioYou are give.docx
Business Use
PALADIN ASSIGNMENT
Scenario:
You are given a PC and you are faced with this scenario: you don’t know the password to the PC which means you can’t login so you can use a forensic tool like FTK IMAGER to capture the hard drive as a bit-for-bit forensic image AND/OR
1. The hard drive is either soldiered onto the motherboard (there are some new hard drives like this!) or cannot be removed because the screws are stripped (this has happened to me);
2. Even if you figured out the password or got an admin password the PC may have its USB ports blocked via a GPO policy (this is very common in corporations now);
3. Even if you can get the GPO policy overridden you may have some concerns about putting it on the network (which is true especially if you are dealing with malware).
So what you can you do? The best solution is to boot the PC up into forensically sound environment that lets you bypass the password aspect; GPO policy; etc and take a bit-for-bit image. One software that has done the job very well for me is Paladin.
How to get points
If you can send me a screenshot showing me that you had installed Paladin .ISO and made your USB device a bootable device with Paladin using Rufus then you get 10 points.
If you can send me a screenshot showing that you had a chance to boot your computer into Paladin then you will earn an extra 10 points. It is not necessary for you to take a forensic image of your PC but I have included generic instructions here.
Assumptions:
1. You have downloaded Rufus on your computer
2. You have downloaded Paladin on your computer.
Instructions:
1. Make sure you have at least one USB drive.
2. If not down already, download Rufus from https://rufus.ie/.
3. If not done already, download the Paladin ISO image from this website: https://sumuri.com/product/paladin-64-bit-version-7/ which is free. It’s suggested price is $25.00 but you can adjust the price to $0 then order. To be clear – do not pay anything.
4. Insert the USB device in your computer.
5. Run Rufus where you install the Paladin .ISO file on the USB device and make it bootable. Now I could provide you step by step instructions, but this is a Masters class so I want you to explore a bit and figure this out. One good video is this: https://www.youtube.com/watch?v=V6JehM0WDTI.
6. After you are done using Rufus where you have installed Paladin.ISO on the USB device and made it bootable then make sure the USB device is in the PC.
7. Restart your PC. Press F9(HP) laptop) or F12 (Dell laptop) so you can be taken into the BIOS bootup menu.
8. This is where things get a bit tricky e.g. your compute may be configured differently where you have to adjust your BIOS settings. If you do not feel comfortable doing this then stop here. I do not want you to mess up your computer. You have already earned ten extra points!
9. If you still proceed then you will see a list of bootable devices. You may, for example, see a list of devices. Pick the device .
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How to solve grievances with union contracts
Unions negotiate contracts with employers to represent workers and secure improvements in wages and working conditions. A union contract outlines the employment terms and a grievance process for resolving disputes. The typical grievance process involves an employee first bringing an issue to their supervisor, then a union representative if unresolved, and finally an arbitrator if the union and management cannot agree. The contract establishes binding rules for all workers to prevent favoritism and ensure fair treatment.
Assgnment on HRM
Collective bargaining is a process of negotiation between employee representatives, usually a trade union, and employers over terms of employment such as wages, working hours, and safety conditions. It aims to reach a collective agreement to regulate these terms. Successful collective bargaining requires certain prerequisites like sufficient organization of workers, freedom of association, and mutual recognition between employers and unions. The process involves single-party or multi-party negotiations initiated through written notice to reach a written collective bargaining agreement signed by both sides. Mediators can assist parties if negotiations become stalled.
The Pros And Cons Of Collective Bargaining
The document discusses collective bargaining, which establishes negotiation between workers and employees regarding salaries, work hours, healthcare, and other terms. It allows workers to unionize and protects them from employer interference. Collective bargaining aims to improve working conditions and compensation relative to the past when workers faced long hours, unsafe conditions, and low pay. The nature of collective bargaining has evolved over time. It also discusses some disadvantages of collective bargaining such as potential limitations on the right to strike.
Employee relations
Employee relations’ refers to the collective relationships that an employer has with its employees. These relationships may be with the entire employee group, or with smaller groups within it, but they are always with groups of employees.
Employee relations is about the relationship between employees and employer that is conducted through communication with trade unions, staff associations
or representatives of employees, or directly with groups of employees.
The relationship an individual has with the employer, for example by agreeing, as an individual, to attend work and to be bound by disciplinary rules, is not employee relations’.
Our approach
We believe in a dynamic approach. Employee relations needs managing. We are neither pro- nor anti-union. However, if a trade union is an obstacle to a client’s objectives, we reckon it is better to make plans to overcome this than to accept the status quo. So we may recommend that the company set up other channels of communication; or reduce the influence of the union; or
enhance one union at the expense of another. If no union is recognised, we also draw up plans that promote the client’s objectives. This may mean winning the support of the workforce through initiatives to promote a helpful
dialogue, for example.
There are statutory requirements for collective action, such as to consult about redundancy, or to provide information. We ‘manage’ these activities, to retain control of the agenda, information and timescales, rather than passively apply the legislation.
We reckon that efforts to talk to employees and tell them about the business are likely to help, rather than hinder, productivity.
Trade unions
Trade unions are voluntary organizations formed by employees to promote and protect their interests through collective action. The main functions of trade unions are to negotiate wages and working conditions with employers, lobby politically for better legislation, provide services to members, and promote workers' welfare, rights, and development. Trade unions also play important roles in regulating jobs, furthering industrial democracy, and advising on human resources issues. They aim to balance the interests of their members with those of the broader workforce and national economy.
Collective bargaining
Collective bargaining is a process of negotiation between representatives of workers and employers to establish conditions of employment. It typically involves negotiations over wages, working hours, and other terms of employment. The key aspects of collective bargaining include representation of workers by a union, negotiation between union representatives and management over terms of employment, and establishing a collective agreement to regulate the relationship between workers and employers.
Collective bargaining
Collective bargaining is defined as a process where representatives of workers and employers determine essential conditions of employment through negotiation. There are several forms of collective bargaining including distributive, integrative, productivity, composite, and concessionary bargaining. Successful collective bargaining requires strong unions, recognition of bargaining agents, determining the scope of issues to be negotiated, and a suitable framework to govern the process. Some challenges to effective collective bargaining in India include weak unions, lack of union recognition procedures, political interference, and overreliance on adjudication instead of negotiation.
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The document discusses collective bargaining and its pros. It begins by summarizing a Supreme Court case that upheld the legality of unions collecting fair share fees to support collective bargaining. It then defines collective bargaining as the negotiation between union leaders and company management that sets terms of employment. Collective bargaining benefits all workers by law, whether they are union members or not. It establishes mandatory topics of negotiation like wages, hours and working conditions.
124Unions Member and Leader Attitudes, Behaviors, and.docx
124
Unions: Member
and Leader Attitudes,
Behaviors, and
Political Activities
Chapter 4 examined the structure of the labor movement, detailing its com-
ponents, offices, and activities. With unionization, wages, hours, and terms
and conditions of employment are determined on a bilateral basis, and
ongoing workplace governance is shared by the employer and the union.
In unionized environments, individuals are simultaneously employ-
ees and union members. Regardless of unionization status, employ-
ers have explicit expectations about employee effort and performance
within their jobs. Employees ultimately are responsible for operating
their union and bargaining with their employer. Member commit-
ment and participation may vary substantially depending on the local
employment environment and the governance structure of the union.
This chapter examines union member participation and commitment
and the role of national unions in influencing the external environment
through political action. As you study this chapter, consider the follow-
ing questions:
1. What factors influence the willingness of union members to participate
in local union activities?
2. Can an employee be simultaneously committed to both employer and
union goals?
3. What effect does union political action have on outcomes important to
organized labor?
4. What factors influence the participation of women and minorities in
local and national unions?
Chapter Five
Chapter 5 Unions: Member and Leader Attitudes, Behaviors, and Political Activities 125
THE INDIVIDUAL AND THE LOCAL UNION
Most people who are union members joined after being hired by a union-
ized employer. As Chapter 10 will describe in more detail, unions usually
negotiate union security clauses into collective bargaining agreements,
requiring that represented employees join the union or pay an agency
fee for representation services. In states with right-to-work laws, federal
employment, and most state and local public employment, employees
cannot be required to join unions if they are represented, and most often
they are not required to pay agency fees.
In some occupations, unions are a major labor supply source. Where
employment is transient (as in the construction and maritime industries),
and when the union takes a leading role in occupational skill training (as in
the building trades), entry to employment is most often through the union.
In these unions, membership is not usually required to be employed by
a unionized employer, but it is a prerequisite for being referred to many
opportunities.
Joining, Socialization, and Leaving
Employers usually orient new employees to their workplaces. Most often
new employees start work at the beginning of a pay period. They usually
attend a group meeting at which they receive information about the com-
pany and its policies and procedures, enroll in benefit programs, and the
like. Then the.
Collective Bargaining and Trade Unions
- Collective Bargaining
- Trade Union
- Why Employees Join Trade Union
- Factors Leading to Employee Unionization
- Collective Bargaining
- Process of Collective Bargaining
Labor Issues for the Non-Union Employer
Presented by Marci Rechtenbach and Christian Vanderhooft at the 2023 Employment Law Seminar with SL SHRM - Salt Lake City
Trade unions
This document discusses trade unions, their objectives, functions, and importance in industrial relations. It defines a trade union and explains that their primary purposes are to regulate relations between workers and employers, negotiate wages and conditions, and provide member services. The key functions of trade unions are militant functions like achieving higher pay and better work conditions, and fraternal functions like welfare measures and promoting growth. Finally, it provides examples of collective bargaining processes between trade unions and hotel management to resolve issues around reducing employee holidays and layoffs.
41920161Competencies1.Describe the reasons employe.docx
4/19/2016
1
Competencies
1.Describe the reasons employees join unions, and analyze the
statistics and trends of union membership.
2.Explain the goals and content of major U.S. legislation affecting
labor relations.
3.Define craft and industrial unions, and outline the sequence of
events in organizing and certifying or decertifying a union.
4.Describe how unions are adapting and changing as they look
to the future.
Managing Hospitality Human Resources
Chapter 10: Labor Unions
SOLIDARITY!
Unionization in the Hospitality Industry
• Unions
– Organizations comprised of employees who act together to promote and protect their mutual interests through collective bargaining.
• Labor contract (CBA)
– A written agreement covering a specific time that spells out management’s expectations for employees, and limits to management’s authority
Reasons Employee Join Unions
• They believe unions will help them accomplish
goals such as economic security
• They are dissatisfied with current job conditions,
e.g., layoffs
• They are dissatisfied with management, i.e., not
pay
• Employees often believe that union
representation will increase their control over the
workplace and protect them from unfair and
abusive managers
Statistics and Trends
• Union membership peaked in 1945
– With 35.8 percent of the non-agricultural work force in the
U.S. belonging to unions
• % of the work force belonging to unions has steadily
declined since 1945
– by 2009 it was 12.3 percent.
Why???
• Recent growth in membership
– public employees and teachers
Statistics and Trends (continued)
• Today, over 1/2 of unionized workers in the US (7.9
million) work for local, state, or federal government
• Union certification and decertification elections in
the hospitality indicate current decline in
membership will continue.
• Hotel Unionization most common in 12 states
– California, Pennsylvania, New York, Nevada, Washington,
Illinois, Ohio, Hawaii, New Jersey, Florida, Michigan, and
Massachusetts
• Restaurant Unionization most common in 8 states
– California, Pennsylvania, New York, Washington, Illinois,
Ohio, Michigan, and Oregon.
4/19/2016
2
Legislation Affecting Labor Relations
• The Wagner Act
• The Taft-Hartley Act
• The Landrum-Griffin Act
• The Civil Service Reform Act
• Worker Adjustment and Retraining
Notification Act (WARN)
The Wagner Act
• Gave employees the legally protected rights to
organize, strike, and engage in collective bargaining
through an elected representative.
• Created National Labor Relations Board (NLRB)
which prohibits employers from:
1. Interfering with or coercing employees to discourage
them from forming or joining unions
2. Attempting to dominate or influence the operation of
unions
3. Discriminating based on union membership or activity
4. Retaliating against employees who file unfair labor
practice charges with the NLRB
5. Failing to bargain in good faith
The Taft-Hartley Act
• In 1947, th.
Collective barganing
Collective bargaining is a process between employers and employees to reach agreements on work conditions. It aims to reach collective agreements on issues like pay, hours, training, and safety. It involves negotiations between employee representatives and employers to determine employment conditions. The result is a collective bargaining agreement. The collective bargaining process involves five steps - preparing negotiation teams, discussing ground rules, proposing positions, bargaining details, and finalizing a settlement agreement.
The Collective Bargaining Process
The document discusses three topics related to collective bargaining:
1. The collective bargaining process, including preparation, strategies, and tactics. Teams must be selected with specialists in various fields to be effective in negotiations.
2. Collective bargaining in nursing, which originated due to extreme nursing shortages. Unions help empower nurses and protect their welfare and profession.
3. Collective bargaining agreements, which regulate the relationship between management and labor. Agreements are negotiated to improve conditions like wages and benefits.
Trade union
The document discusses trade unions under Indian law. It defines a trade union as any combination of workers formed primarily to regulate relations between employers and employees. A trade union must be registered and have a minimum number of members engaged in a particular industry. Registration provides legal status and benefits like the ability to own property and sue others. The rules of a trade union must address matters like membership, leadership, finances, and dissolution. Advantages of trade unions are outlined for workers, employers and society as a whole, such as better wages and working conditions for workers and industrial peace for employers. Challenges faced by Indian trade unions include political divisions and a lack of democratic practices in some unions.
Core labour legislation impacting on the employment relationship 2
The document discusses collective bargaining and related concepts. It defines collective bargaining as a process where employee and employer representatives negotiate agreements on matters relating to employment. The process involves meeting, presenting demands, counterproposals, and sometimes threats, until an agreement is reached. Representation, power, common ground, and conflict are key elements in the process. Representation refers to elected officials negotiating on behalf of groups. Power is each party's ability to influence the other. Common ground is the desire for stability. Conflict arises from limited resources and differing views on distributing benefits. The document also discusses closed shop and agency shop agreements regarding union membership.
trade union
Trade unions are organizations that represent workers in negotiations with employers over wages, hours, and working conditions. Unions engage in collective bargaining to negotiate labor contracts on behalf of their members. The agreements reached are binding on both the union members and the employer. Trade unions in India represent workers in the organized sector as well as the large informal sector. They have a membership structure and work to achieve economic benefits and better treatment for workers. Industrial disputes can arise due to various causes, and unions use methods like strikes and negotiations to achieve their objectives.
Collective Bargaining in Nursing
Collective bargaining is a process of negotiations between employers and employee representatives, usually unions, to determine working conditions and terms of employment. It aims to reach binding agreements on wages, hours, benefits, grievance procedures, and other aspects of work. The document discusses the history and objectives of collective bargaining, how it works, advantages and disadvantages, and its role in the nursing profession specifically. It provides definitions of key terms, the differences between professional associations and unions, and factors that influence successful negotiations.
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Week 1: Assignment #1
Instructions
1. Please read these two articles:
· Using forensics against a fitbit device to solve a murder: https://www.cbsnews.com/news/the-fitbit-alibi-21st-century-technology-used-to-help-solve-wisconsin-moms-murder/
· How Amazon Echo could be forensically analyzed! https://www.theverge.com/2017/1/6/14189384/amazon-echo-murder-evidence-surveillance-data
2. Then go around in your residence / dwelling (home, apartment, condo, etc) and be creative.
3. Identify at least five appliances or devices that you THINK could be forensically analyzed and then identify how this might be useful in an investigation. Note - do not count your computer or mobile device. Those are obvious!
4. I expect at least one paragraph answer for each device.
Why did I assign this?
The goal is to have you start THINKING about how any device, that is capable of holding electronic data (and transmitting to the Internet) could be useful in a particular investigation!
Due Date
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Surname 6
Informative speech on George Stinney Jr.
A. Info research analysis
The general purpose of the speech was to inform people about the civil injustice being done against the African American community in the United States. The specific purpose of the speech was to portray to the audience how an innocent 14-year old black boy suffered in the hands of the South Carolina State law enforcing officers. He was falsely accused of killing two white girls and electrocuted within two months after conviction.
I decided the topic of my speech after perusing through all the suggested topics ad found that the story of George Stinney Jr. was touching and emotional entirely.
This topic benefits the audience and the society in general by giving them an insight of the cruelty that the American law system has against the African American community. The audience gets to know how the shady investigations were done with claims that George had pleaded guilty to the charges of murder when there was no real evidence tying him to the crime or a signed plea agreement.
The alternative view that I found in the research was the version of the investigating officer of the case who claimed that the 14-year old boy managed to kill two girls aged 11 and 7 with a blunt object and ditch them in a nearby trench. This alternative point of view did not make sense because it is hard for a 14-year old boy to use the force that was reported by postmortem results to kill the girls. Therefore, I knew everything was a lie and I had to take the point of view of George’s innocence.
B. informative outline
Introduction:
George Stinney Jr. was an African American boy born on October 21, 1929 in Pinewood, South Carolina, U.S. He is considered as the youngest person to be executed by the United State government in 20th century.
Main body
Investigations of the alleged crimes (Bickford, 05)
The investigations concerning the alleged crimes of George S.
Business UsePALADIN ASSIGNMENT ScenarioYou are give.docx
Business Use
PALADIN ASSIGNMENT
Scenario:
You are given a PC and you are faced with this scenario: you don’t know the password to the PC which means you can’t login so you can use a forensic tool like FTK IMAGER to capture the hard drive as a bit-for-bit forensic image AND/OR
1. The hard drive is either soldiered onto the motherboard (there are some new hard drives like this!) or cannot be removed because the screws are stripped (this has happened to me);
2. Even if you figured out the password or got an admin password the PC may have its USB ports blocked via a GPO policy (this is very common in corporations now);
3. Even if you can get the GPO policy overridden you may have some concerns about putting it on the network (which is true especially if you are dealing with malware).
So what you can you do? The best solution is to boot the PC up into forensically sound environment that lets you bypass the password aspect; GPO policy; etc and take a bit-for-bit image. One software that has done the job very well for me is Paladin.
How to get points
If you can send me a screenshot showing me that you had installed Paladin .ISO and made your USB device a bootable device with Paladin using Rufus then you get 10 points.
If you can send me a screenshot showing that you had a chance to boot your computer into Paladin then you will earn an extra 10 points. It is not necessary for you to take a forensic image of your PC but I have included generic instructions here.
Assumptions:
1. You have downloaded Rufus on your computer
2. You have downloaded Paladin on your computer.
Instructions:
1. Make sure you have at least one USB drive.
2. If not down already, download Rufus from https://rufus.ie/.
3. If not done already, download the Paladin ISO image from this website: https://sumuri.com/product/paladin-64-bit-version-7/ which is free. It’s suggested price is $25.00 but you can adjust the price to $0 then order. To be clear – do not pay anything.
4. Insert the USB device in your computer.
5. Run Rufus where you install the Paladin .ISO file on the USB device and make it bootable. Now I could provide you step by step instructions, but this is a Masters class so I want you to explore a bit and figure this out. One good video is this: https://www.youtube.com/watch?v=V6JehM0WDTI.
6. After you are done using Rufus where you have installed Paladin.ISO on the USB device and made it bootable then make sure the USB device is in the PC.
7. Restart your PC. Press F9(HP) laptop) or F12 (Dell laptop) so you can be taken into the BIOS bootup menu.
8. This is where things get a bit tricky e.g. your compute may be configured differently where you have to adjust your BIOS settings. If you do not feel comfortable doing this then stop here. I do not want you to mess up your computer. You have already earned ten extra points!
9. If you still proceed then you will see a list of bootable devices. You may, for example, see a list of devices. Pick the device .
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Business Use
Practical Connection Work
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Assignment:
Provide a reflection of at least 500 words of how the knowledge, skills, or theories of this course, to date, have been applied, or could be applied, in a practical manner to your current work environment.
If you are not currently working, then this is where you can be creative and identify how you THINK this could be applied to an employment opportunity in your field of study.
Requirements:
Provide a 500 word minimum reflection.
Use of proper APA formatting and citations. If supporting evidence from outside resources is used those must be properly cited.
Share a personal connection that identifies specific knowledge and theories from this course.
You should NOT provide an overview of the assignments given in the course. Reflect and write about how the knowledge and skills obtained through meeting course objectives were applied or could be applied in the workplace.
// Pediatric depressionTherapy for Pediatric Clients with Mood Disorders
An African American Child Suffering From Depression
BACKGROUND INFORMATION
The client is an 8-year-old African American male who arrives at the ER with his mother. He is exhibiting signs of depression.
Client complained of feeling “sad” Mother reports that teacher said child is withdrawn from peers in class Mother notes decreased appetite and occasional periods of irritation Client reached all developmental landmarks at appropriate ages Physical exam unremarkable Laboratory studies WNL Child referred to psychiatry for evaluation Client seen by Psychiatric Nurse Practitioner
MENTAL STATUS EXAM
Alert & oriented X 3, speech clear, coherent, goal directed, spontaneous. Self-reported mood is “sad”. Affect somewhat blunted, but child smiled appropriately at various points throughout the clinical interview. He denies visual or auditory hallucinations. No delusional or paranoid thought processes noted. Judgment and insight appear to be age-appropriate. He is not endorsing active suicidal ideation, but does admit that he often thinks about himself being dead and what it would be like to be dead.
The PMHNP administers the Children's Depression Rating Scale, obtaining a score of 30 (indicating significant depression)
RESOURCES
§ Poznanski, E., & Mokros, H. (1996). Child Depression Rating Scale--Revised. Los Angeles, CA: Western Psychological Services.
Decision Point OneSelect what the PMHNP should do:Begin Zoloft 25 mg orally daily
Begin Paxil 10 mg orally daily
Begin Wellbutrin 75 mg orally BID
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Business System Analyst
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· Expertise in Cognos 11/10.2, 10.1, 8.x (Query Studio, Report Studio, Analysis Studio, Business Insight/Workspace, Business Insight/Workspace Advanced, Metric Studio (Score carding), Framework Manager, Cognos Connection)
· Expertise in Installation and Configuration of Cognos BI Products in Distributed environment on Windows
· Expertise with Framework Manager Modeling (Physical Layer, Business Layer, Packages) and Complex Report building with Report Studio.
· Expertise developing complex reports using drill-through reports, prompts, dashboards, master-detail, burst-reports, dynamic filtering in Cognos.
· Expertise in creating Dashboard reports using Java Script in Report studio.
· Expertise in building scorecard reports and dashboard reports using metric studio.
· Expertise with Transformer models and cubes that were used in Power play analysis and also these cubes were used in various Analysis Studio reports.
· Expertise with MDX Functions in Report Studio using Multi-dimensional Sources.
· Expertise with Cognos security (LDAP, Active Directory, Access manager, object level security, data security).
· Expertise with Tabbed Inter-phases and with Interactive Behavior of value based chart highlighting.
· Sound Skills in developing SQL Scripts, PL/SQL Stored Procedures, functions, packages.
· Expertise on production support and troubleshoot/test issues with existing reports and cubes.
· Experienced with MS SQL Server BI Tools like SSIS, SSRS and SSAS.
· Expertise in creation of packages, Data and Control tasks, Reports and Cubes using MS SQL Server BI Tools.
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· Expertise in infrastructure design for the cognos environment and security setup for different groups as per business requirement.
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· Have deployment knowledge of IBM Cognos report in Application servers like WAS.
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Business Strategy
Organizations have to develop an international Human Resources Management Strategy, when they expand globally. Which do you think is more critical for international Human Resource Management:
Understanding the cultural environment, or
Understanding the political and legal environment?
Please choose 1 position and give a rationale; examples are also a way to demonstrate your understanding of the learning concepts.
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Case Study- KFC Business Analysis
Abstract
Introduced in 1952 by Colonel Sanders
Second largest restaurant chain today in terms of popularity
Annual revenue of $23 billion
Diversified its menu to suit cultural needs of people across different countries
Hindering factors in KFC’s growth are growing consumer health consciousness, animal welfare criticism, environmental criticism
Introduction
KFC was born in 1952 and its founder was Colonel Sanders
First franchise to grow globally over international market
By the 1960s – 1980s the market was booming in countries like England, Mexico, China
Management and ownership transferred over the years to Heublin, Yum Brands and PepsiCo.
Annual revenue of $23 billion in 2013
KFC had expanded its menu to suit cultural needs of people across different countries
Hindering factors in KFC’s growth are growing consumer health consciousness, animal welfare criticism, environmental criticism, logistic management issue in UK, cultural differences in Asian countries towards accepting the fried chicken menu.
Factors contributing to KFC’s global success
The core reason for KFCs success is it’s mandate to follow strict franchise protocols that have continuously satisfied customers demands:
The quality of the chicken cooked in KFC has certain specific guidelines
The size of the restaurant should be 24x60 feet.
The restaurant washrooms and ktichen has certain cleanliness standards
Food that is not sold off needs to be trashed
The workers need to have a specific clothing and uniform.
A certain % of the gross earnings should be used for advertisement and R&D
Air conditioning is mandatory in the outlets
Global number of KFC restaurants in the past decade
Importance of cultural factors to KFC’s sales success in India and China
Culture is the collective programming of the human mind that distinguishes the members of one human group from those of another. Culture in this sense is a system of collectively held values
“Culture is everything that people have, think, and do as members of their society”, which demonstrating that culture is made up of (1) material objects; (2) ideas, values, attitudes and beliefs; and (3) specified, or expected behavior.
Many scholars have theorized and studied the notion of cross-cultural adaptation, which tends to move from one culture to another one, by learning the elements such as rules, norms, customs, and language of the new culture (Oberg 1960, Keefe and Padilla 1987, Kealey 1989). According to Ady (1995),
“Cultural adaptation is the evolutionary process by which an individual modifies his personal habits and customs to fit into a particular culture. It can also refer to gradual changes within a culture or society that occur as people from different backgrounds participating in the culture and sharing their perspectives and practices.”
Cultural factors in India that go against KFC’s original recipe.
.
Business Strategy Differentiation, Cost Leadership, a.docx
This document discusses various concepts related to business strategy and competitive advantage. It begins by defining a business-level strategy and outlining the "who, what, why, and how" of competing for advantage. It then discusses how industry and firm effects jointly determine competitive advantage. Key ideas around generating and sustaining advantage through barriers to imitation are presented. The document also discusses concepts like differentiation advantage, cost leadership, learning curves, economies of scale, value chains, and the resource-based view of the firm. Strategic coherence and dynamic strategic activity systems are defined.
Business Research Methods, 11e, CooperSchindler1case.docx
Business Research Methods, 11e, Cooper/Schindler
1
>cases
NCR Country Club started out as a benefit for thousands of National Cash Register employ-
ees. By the late 1990s, those employees were aging rapidly and the core membership needed
to be increased. NCRCC offers two golf courses. One is an award winning, championship-
hosting course on the PGA tour. But it wasn’t attracting new members, especially younger
families. This case is about a membership study done as part of a larger management
initiative to evaluate several strategic directions the club might take to expand its member-
ship. www.ncrcountryclub.com
>Abstract
>The Scenario
NCR Country Club (NCRCC) started in 1954 as an employee benefit of the National
Cash Register Co. but is now an open-membership club. This country club located
in Kettering, Ohio (near Dayton), hosts two 18-hole golf courses. The NCR South
course, a par 71 championship course of 6,824 yards of heavily wooded rolling
countryside, the site of the 1996 PGA Championship, the 1986 U.S. Open, and the
1998 U.S. Mid-Amateur, is consistently ranked by Golf Digest as one of the top
100 courses in the United States. The prairie-links style of the North course, a
6,358-yard par 70 course, is considered challenging. In southwestern Ohio, the
active golf season usually lasts from May through October. Within a 30-minute radius
of NCRCC, the avid golfer will find eight other private golf and country clubs as well
as 29 public golf clubs and courses.
In 1997, after the purchase of NCR Corporation by AT&T, AT&T provided
a $4.0 million interest-free loan to raze the original clapboard-sided clubhouse and
replace it with an all-brick colonial-style facility. Boasting both formal and informal,
inside and outside eating facilities as well as banquet and party rooms, the members
voted that the new clubhouse would be totally smoke-free. The rich cherrywood
paneling and the hunter green and burgundy décor mellow the high-ceiling, interior
spaces. Golf memberships are $20,000 with social (nongolf) memberships at $1,000
each. NCR employees did not and do not pay membership fees to join. Additionally,
each member must spend $150 per quarter in dining receipts and pay $225 (golf) or
$160 (social) in annual dues.
Needing to attract new members to support the renovated facility after AT&T
divested itself of NCR and given the growing age of its members, NCRCC
implemented an aggressive membership campaign in 1998. The goal was to bring
golf memberships to 680 and attract as many social memberships as possible. After
only moderate success, NCRCC commissioned McMahon Group to assist with
strategic planning.
NCRCC: Teeing Up a
New Strategic Direction
Used with permission of
Pamela S. Schindler
©2001.
Business Research Methods, 11e, Cooper/Schindler
2
McMahon Group specializes in providing research and strategic consulting to golf
clubs and full-service golfing facilities. “Golf club membership within the United States
is perceive.
Business RequirementsReference number Document Control.docx
Business Requirements
Reference number:
Document Control
Change Record
Date
Author
Version
Change Reference
Reviewers
Name
Position
Table of Contents
2Document Control
1
Business Requirements
4
1.1
Project Overview
4
1.2
Background including current process
4
1.3
Scope
4
1.3.1
Scope of Project
4
1.3.2
Constraints and Assumptions
5
1.3.3
Risks
5
1.3.4
Scope Control
5
1.3.5
Relationship to Other Systems/Projects
5
1.3.6
Definition of Terms (if applicable)
5
1 Business Requirements
1.1 Project Overview
Provide a short, yet complete, overview of the project.
1.2 Background including current process
Describe the background to the project, (same section may be reused in the Quality Plan) include:
This project is
The project goal is to
The IT role for this project is
1.3 Scope
1.3.1 Scope of Project
The scope of this project includes a number of areas. For each area, there should be a corresponding strategy for incorporating these areas into the overall project.
Applications
In order to meet the target production date, only these applications will be implemented:
Sites
These sites are considered part of the implementation:
Process Re-engineering
Re-engineering will
Customization
Customizations will be limited to
Interfaces
the interfaces included are:
Architecture
Application and Technical Architecture will
Conversion
Only the following data and volume will be considered for conversion:
Testing
Testing will include only
Funding
Project funding is limited to
Training
Training will be
Education
Education will include
1.3.2 Constraints and Assumptions
The following constraints have been identified:
The following assumptions have been made in defining the scope, objectives and approach:
1.3.3 Risks
The following risks have been identified as possibly affecting the project during its progression:
1.3.4 Scope Control
The control of changes to the scope identified in this document will be managed through the Change Control, with business owner representative approval for any changes that affect cost or timeline for the project.
1.3.5 Relationship to Other Systems/Projects
It is the responsibility of the business unit to inform IT of other business initiatives that may impact the project. The following are known business initiatives:
1.3.6 Definition of Terms (if applicable)
List any definitions that will be used throughout the duration of the project.
5
A working structure is the fundamental programming that bargains with all the mechanical social affair and other programming on a PC. It other than pulls in us to visit with the PC without perceiving how to talk the piece PC programs language's. A working structure is inside theory of programming on a contraption that keeps everything together. Working systems visit with the's contraption. They handle everything from your solace and mice to the Wi-Fi radio, gathering contraptions, and show. Symbolically, a worki.
Business ProposalThe Business Proposal is the major writing .docx
Business Proposal
The Business Proposal is the major writing assignment in the course. You are to create and submit a formal proposal that suggests how to change something within an organization. This organization can be large or small, a place of employment now or in the past, or an organization to which the students belong. From past experiences, it is best to use a business with fewer than 200 employees, and one with which you have personal experience. It could be a place where you currently work or a place you have worked or volunteered in the past.
The change can be specific to a unit or can apply to the whole organization; it can relate to how important information is distributed, who has access to important information, how information is accessed, or any other change in practices the students see as having a benefit. The proposal should be directed to the person or committee with the power to authorize the change. However, if you are working within a large organization, and asking for a small organizational change, communicating with a CEO or president may not make the most sense. You need to think about who within the organization might be the best person for the type of change suggested.
For the submission, you are to follow the guidelines for formal proposals available in Chapter 10 of the text. You can review 10.1, 10.4, and 10.19 for more information about specific components for a well-written formal business proposal. A complete proposal must have all required sections of a formal report excluding the copy of an RFP and the Authorization. The final draft of the proposal should be 1500–2000 words, and include the following necessary formal proposal components:
Letter of transmittal
Executive summary
Title page
Table of contents
List of illustrations
Introduction
Background: Purpose/problem
Proposal: plan, schedule, details
Staffing
Budget
Appendix
Formatting does matter for this assignment, and you are to check the text for details about how to format and draft the different proposal segments. Proposals don't just have text; graphics and charts are necessary, too. In addition, research is important, and footnotes and references must be included. All content should be concise, clear, and detailed. The proposal should be well-written with appropriate grammar, spelling, and punctuation.
This is a scaffolded writing project that consists of four assignments.
.
Business ProjectProject Progress Evaluation Feedback Form .docx
Business Project
Project Progress Evaluation
Feedback Form Week 3
Date:
__________________________________________________
Student Name:
__________________________________________________
__________________________________________________
Project Title: Effect Of Increasing Training Budget
Project Type: Business Research
Researchers:
Has a topic been chosen and a problem statement created?
Yes { } NO { }
Was the problem statement submitted in a 1-4 page paper that includes an introduction to the topic with appropriate documentation?
Yes { } No { }
Specifically, if any, needs additional content or rewriting to create more clarity? What specific recommendations do you have to help in this process?
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
What is your workable timetable that states specific objectives and target completion dates for completing the final draft of the plan? Write the timetable below:
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
Feedback Form #3 – Project Proposal and Plan
▼
THE UK’S LEADING PROVIDER OF EXPERT SERVICES FOR IT PROFESSIONALS
NATIONAL COMPUTING CENTRE
IT Governance
Developing a successful governance strategy
A Best Practice guide for decision makers in IT
IT Governance
Developing a successful governance strategy
A Best Practice guide for decision makers in IT
The effective use of information technology is now an accepted organisational imperative - for
all businesses, across all sectors - and the primary motivation; improved communications and
commercial effectiveness. The swift pace of change in these technologies has consigned many
established best practice approaches to the past. Today's IT decision makers and business
managers face uncertainty - characterised by a lack of relevant, practical, advice and standards
to guide them through this new business revolution.
Recognising the lack of available best practice guidance, the National Computing Centre has
created the Best Practice Series to capture and define best practice across the key aspects of
successful business.
Other Titles in the NCC Best Practice series:
IT Skills - Recruitment and Retention ISBN 0-85012-867-6
The New UK Data Protection Law ISBN 0-85012-868-4
Open Source - the UK opportunity ISBN 0-85012-874-9
Intellectual Property Rights - protecting your intellectual assets ISBN 0-85012-872-2
Aligning IT with Business Strategy ISBN 0-85012-889-7
Enterprise Architecture - underst.
BUSINESS PROCESSES IN THE FUNCTION OF COST MANAGEMENT IN H.docx
BUSINESS PROCESSES IN THE FUNCTION OF COST
MANAGEMENT IN HEALTHCARE INSTITUTIONS
1
1
st
IVANA DRAŽIĆ LUTILSKY
Departement of Accounting
Faculty of Economics and Business
University of Zagreb
Croatia
[email protected]
2
nd
LUCIJA JUROŠ
Faculty of Economics and Business
[email protected]
Abstract: This paper is dealing with the importance of business processes regarding costs
tracking and cost management in healthcare institutions. Various changes within the health
care system and funding of hospitals require the introduction of management information
systems and cost accounting. The introduction of cost accounting in public hospitals would
allow the planning and control of costs, monitoring of costs per patient or service and the
calculation of indicators for the analysis and assessment of the economic performance of the
business of public hospitals and lead to the transparency of budget spending. A model that
would be suited to the introduction in the public hospital is full cost allocation model based on
activities or processes that occur, known as the ABC method. Given that this is a calculation
of cost of services provided through various internal business processes, it is important to
identify all business processes in order to be able to calculate the costs incurred by services.
Although the hospital does not do business with the aim to make a profit, they must follow all
the costs (direct and indirect) to be able to calculate the full costs i.e. the price of the service
provided. In addition, the long-term sustainability of business activities in terms of funding
difficulties and the continuous growth of cost of services provided, hospitals must control and
reduce the cost of the program and specific activities. Therefore, the objective of this paper is
to point out the importance of business processes while introducing ABC method.
Keywords: Business Processes, Cost management, ABC method, Healthcare Institutions
1
This work has been fully supported by University of Zagreb funding the project “Business processes in the
implementation of cost management in healthcare system”, Any opinions, findings, and conclusions or
recommendations expressed in this paper are those of the authors and do not necessarily reflect the views of
University of Zagreb.
mailto:[email protected]
1 Introduction
In recent years, the efficiency of the management in health care services and the system of
quality in health care institutions significantly increased. Patients expect more from
healthcare providers and higher standards of care. At the same time, those who pay for
health services are increasingly concerned about the rising costs of health care services, but
also the potential ineffectiveness of the health care system. Consequently, there is a broad
interest in understanding the ways of efficient work of health care management and .
Business Process Management JournalBusiness process manageme.docx
Business Process Management Journal
Business process management: a maturity assessment of Saudi Arabian
organizations
Omar AlShathry,
Article information:
To cite this document:
Omar AlShathry, (2016) "Business process management: a maturity assessment of Saudi Arabian
organizations", Business Process Management Journal, Vol. 22 Issue: 3, pp.507-521, https://
doi.org/10.1108/BPMJ-07-2015-0101
Permanent link to this document:
https://doi.org/10.1108/BPMJ-07-2015-0101
Downloaded on: 04 September 2018, At: 00:11 (PT)
References: this document contains references to 26 other documents.
To copy this document: [email protected]
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(2016),"Process improvement for professionalizing non-profit organizations: BPM approach",
Business Process Management Journal, Vol. 22 Iss 3 pp. 634-658 <a href="https://doi.org/10.1108/
BPMJ-08-2015-0114">https://doi.org/10.1108/BPMJ-08-2015-0114</a>
(2016),"Ownership relevance in aspect-oriented business process models", Business
Process Management Journal, Vol. 22 Iss 3 pp. 566-593 <a href="https://doi.org/10.1108/
BPMJ-01-2015-0006">https://doi.org/10.1108/BPMJ-01-2015-0006</a>
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Business process management:
a maturity assessment of Saudi
Arabian organizations
Omar AlShathry
Department of Information Systems,
Imam Mohammed Bin Saud University, Riyadh, Saudi Arabia
Abstract
Purpose – Business Process Management (BPM) has become increasingly common among organizations
in d.
Business Process DiagramACCESS for ELL.docx
Business Process Diagram
ACCESS for ELLs®
Listening, Reading,
Writing, and Speaking
Sample Items
2008
WORLD-CLASS INSTRUCTIONAL DESIGN AND ASSESSMENT
Grades 1–12
Copyright Notice
WIDA® ACCESS for ELLs® Sample Items - © 2008 Board of Regents of the University of Wisconsin System, on
behalf of the WIDA Consortium. The WIDA® ACCESS for ELLs® Sample Items are for personal, non-commercial
use only and shall not be copied, modified or redistributed without prior written authorization from WIDA. Fair use
of the WIDA® ACCESS for ELLs® Sample Items includes reproduction for classroom purposes (including copies for
parent distribution). Submit authorization requests or questions about this notice to the WIDA Consortium intellectual
property manager, Jim Lyne, at [email protected] or (608) 265-2262. WIDA and ACCESS for ELLs are registered
trademarks of the Board of Regents of the University of Wisconsin System.
Foreword: WIDA ACCESS for ELLs® Sample Items
The WIDA Consortium is pleased to provide this collection of sample
ACCESS for ELLs® test items for educators interested in a better understanding
of this English language proficiency assessment. While the security of test items
in actual use in WIDA assessments is a top priority, it is also extremely important
that educators have good, freely available sample items that provide a strong
sense for them, their students, parents, and the general public of what taking
the ACCESS for ELLs® English language proficiency assessment entails. In
addition, educators in university preparation programs can benefit from learning
more about ACCESS for ELLs® prior to their work within school settings. While
familiarity with the “look and feel” of the test is an important consideration,
teachers can also greatly benefit from seeing connections between ACCESS for
ELLs® test items and the WIDA English Language Proficiency Standards upon
which the items are directly based.
We want to encourage teachers to “teach to the standards, not to the test.”
More specifically, we want to promote the use of standards to guide students’
language learning rather than focusing instruction on preparing them for possible
test items. In seeing the close relationship between the standards and the test,
we believe that teachers can feel confident that by incorporating the standards
into classroom instruction and assessment, they will better prepare their students
for linguistic proficiency and in turn, provide access to academic success. Such
preparation will, over time, help boost the academic achievement of English
Language Learners, which should be reflected in future test scores.
Tim Boals, Ph.D.
Executive Director
WIDA Consortium
ACCESS for ELLs® Sample Items
Table of Contents
Introduction
I. Purpose of this Document � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � � 5
II. ACCESS for ELLs® Overview � � � � � � � �.
Business Plan[Your Name], OwnerPurdue GlobalBUSINESS PLANDate.docx
Business Plan[Your Name], Owner
Purdue Global
BUSINESS PLAN
Date
1. EXECUTIVE SUMMARY
1.1 Product
1.2 Customers
1.3 What Drives Us
2. COMPANY DESCRIPTION
2.1 Mission and Vision Statements
2.2 Principal Members at Startup (In Unit 7 you will expand on this section to include medium and long term personnel plans for all team members, including the line staff.)
2.2.1 Using chapter 10 of your text, write the plan, using the section in Chapter 10 that shows how to introduce each team member and describe their background and responsibilities. You will start with the leaders and managers, then discuss other employees as needed for your company to grow.
2.2.2 Use this spreadsheet to show the planning
Leaders/managers (unit 1)
When needed (number of months/years after opening)
Outside Services Needed
Key Functions
Add line staff (Unit 7)
2.3 Legal Structure
3. MARKET RESEARCH
3.1 Industry (from SBA, Business Guides by Industry, and Bureau of Labor Statistics)
3.1.1 Industry description
3.2.1 Resources used
3.2 Customers (from SBA site fill in worksheet, then use text for spreadsheets and follow-up explanations)
Add SBA part here:
Then, fill in spreadsheet using this example from the text:
Housewife:
Married Couple:
Age:
35–65
Age:
35–55
Income:
Fixed
Income:
Medium to high
Sex:
Female
Sex:
Male or Female
Family:
Children living at home
Family:
0 to 2 children
Geographic:
Suburban
Geographic:
Suburban
Occupation:
Housewife
Occupation:
Varies
Attitude:
Security minded
Attitude:
Security minded, energy conscious
Older Couple:
Elderly:
Age:
55–75
Age:
70+
Income:
High or fixed
Income:
Fixed
Sex:
Male or Female
Sex:
Male or Female
Family:
Empty nest
Family:
Empty nest
Geographic:
Suburban
Geographic:
Suburban
Occupation:
White-collar or retired
Occupation:
Retired
Attitude:
Security minded, energy conscious
Attitude:
Security minded, energy conscious
Explain who you are targeting and where they are located. Insert information here using these guidelines:
Information About Your Target Market – Narrow your target market to a manageable size. Many businesses make the mistake of trying to appeal to too many target markets. Research and include the following information about your market:
Distinguishing characteristics – What are the critical needs of your potential customers? Are those needs being met? What are the demographics of the group and where are they located? Are there any seasonal or cyclical purchasing trends that may impact your business?
Size of the primary target market – In addition to the size of your market, what data can you include about the annual purchases your market makes in your industry? What is the forecasted market growth for this group? For more information, see the market research guide for tips and free government resources that can help you build a market profile.
How much market share can you gain? – What is the market share.
Business PlanCover Page Name of Project, Contact Info, Da.docx
Business Plan
Cover Page
Name of Project, Contact Info, Date
Picture/graphics
Table of Contents
Executive Summary
The Company
The Project
The Industry
The Market
Distribution
Risk Factors
Financing
Sources
List of sources, specific articles, and websites
I WILL PROVIDE MORE INFORMATION IN CHAT TO COMPLETE PROPOSAL.
.
Business Planning and Program Planning A strategic plan.docx
This document discusses business planning and program planning. It explains that a strategic plan specifies how a program will achieve its objectives, while a business plan defines the path of a business and includes its organizational structure and financial projections. The document also discusses how the financial projection element of a business plan can impact a program's strategic planning process by influencing the program's budget. Finally, it notes that a program plan should include a funding request, as outlined in a business plan, to help secure necessary resources and facilitate achieving the program's goals and objectives.
Business Plan In your assigned journal, describe the entity you wil.docx
Business Plan: In your assigned journal, describe the entity you will utilize and explain your decision.
Must be:
At required length or longer
Written in American English at graduate level
Received on or before the deadline
Must pass turn it in
Written in APA with references
.
Business Plan Part IVPart IV of the Business PlanPart IV of .docx
Business Plan Part IV
Part IV of the Business Plan
Part IV of the business plan is due in week 7. Together with this part, you must show to your instructor that you have implemented the necessary corrections based on the part I feedback.
Part IV Requirements
1. Financials Plan
a. Present an in-depth narrative to demonstrate the viability of your business to justify the need for funding.
b. In this section describe financial estimates and rationale which include financial statements and forms that document the viability of your proposed business and its soundness as an investment.
c. Tables and figures must be introduced in the narrative.
i. Describe the form of business (sole-proprietor, LLC, or Corporation).
ii. Prepare three-year projections for income, expenses, and sources of funds.
iii. Base predictions on industry and historical trends.
iv. Make realistic assumptions.
v. Allow for funding changes at different stages of your company’s growth.
vi. Present a written rationale for your projections.
vii. Indicate your startup costs.
viii. Detail how startup funds will be used to advance your proposed business
ix. List current capital and any other sources of funding you may have
x. Document your calculations.
xi. Use reasonable estimates or actual data (where possible).
2. Continuous Improvement System
a. Present a brief summary of the continuous improvement processes that you will utilize for quality management (Six sigma, TQM, etc).
.
BUSINESS PLAN FORMAT Whether you plan to apply for a bu.docx
BUSINESS PLAN FORMAT
Whether you plan to apply for a business loan or not, you need to have a roadmap or plan to get you from where you are to the successful operation of your business. The pages that follow demonstrate the content of a simple business plan which has been found to be successful in obtaining startup funds from banks. You are encouraged to use all or whatever portions of this fit your business.
Please DO NOT write page after page of drivel or copy from someone else’s plan or one of those templates you can find on the Internet. In most cases this will not “sound" like you, nor will it be short and to the point. Those who read these things are busy people and will not be inclined to spend time reading irrelevant paperwork.
Throughout this sample, there are
italicized
comments which are meant to guide you in preparation. If you follow this format it is reasonable to expect a finished document with 15-20 pages plus the supporting documents in the last section.
If you have good quality pictures of your space, products or other items, you might include them as another way to convey just what you plan to do. A map of your location, diagram of floor space, or other illustration is also sometimes helpful. On the other hand, do not add materials simply to “bulk-up” the report.
While content is critical, it is also important to make this presentation look as good as possible. For this course, you will create the business plan in Word and submit the plan and all attachments through the Assignment drop box. That means all attachments have to be in digital form. For a bank loan or an investor, you would normally provide them with a print version. Print the pages in black ink on a high quality tinted letterhead paper. Color is not necessary but would add some interest in headlines, etc. Bind the document in a presentation folder or with a spiral binding. Don’t simply punch a staple in the upper left corner.
If your were going to pursue a bank loan or an investor, it would be normal to take this business plan to your SCORE counselor for a review and critique.
NOTE: Before you begin your inspection of the simple plan outline which follows, take a moment to review the Business Plan Checklist on the next page.
BUSINESS PLAN CHECKLIST
By way of review, here is a concise list of the basic requirements for a Business Plan, as recommended by the MIT Enterprise Forum:
·
Appropriate Arrangement
- prepare an executive summary, a table of contents and chapters in the right order.
·
Right Length
- make it not too long and not too short, not too fancy and not too plain.
·
Expectations
- give a sense of what founder(s) and the company expect to accomplish three to seven years in the future.
·
Benefits
- explain in quantitative and qualitative terms the benefit to the consumer of the products and services.
·
Marketability
- present hard evidence of the mar.
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Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
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Chapter 6
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- 1. 1 Running Head: PROCESS OF UNIONIZATION 2 PROCESS OF UNIONIZATION Process of Unionization Cassandra Dunn Colorado Technical University 09/06/16 Introduction Unions are workers associations that negotiate for improved conditions, benefits and wages for the employees they symbolize. Unionized workers have a tendency to make advanced earnings and have better admittance to employer- supported reimbursement as compared to the non-unionized workers, including paying lesser proportions of their healthcare payments. Most significantly, the privilege to unionize is
- 2. sheltered by rule (Deakin and Morris 2012). Establishing a union is an independent procedure that necessitates workers to cast their vote to unionize. If a popular of the colleagues has the same opinion, one can partner with an accessible union or generate an autonomous union. The purpose of this project is it to analyze the unionization process, collective bargaining as well as right to work laws. Process for Unionization The procedure of creating a union starts when union planners ask for authorization cards in an aimed grouping of workers adequate to the National Labor Relations Board. As soon as the cards are signed they permit the union to stand for the signer in working with the manager on problems relating to working conditions, benefits, wages and hours. Union council and workers who hold up the union will endeavor to persuade workers to sign the approval cards. The NLRA protects the privileges of workers to join, form, assist and organize labor associations alongside protecting the rights of managers to communicate observations, opinions or arguments regarding unions provided that such expression does not have reprisal threat or force or even promise of benefit. The next step is to have the union avoidance strategy that has conversed to every worker at the instance of sign up. Managers should as well be acquainted with the signs of union creation for instance unusual group of workers gathering prior to and after the job or the unearthing of union cards. Immediately a union acquires signed cards from no less than a third of the workers in the aimed at group, it can file an appeal for depiction with the NLRB or if a union acquires more than half of the workers to sign approval cards; it possibly will provide the manager with a command for acknowledgment of the union (Farrington, 2006). Amid the filing of the petition and the duration of voting, manager-council characteristically attempt and persuade workers to cast their vote against unionization. During the election date, if more than half of the voting staff cast their vote for union council, the union is defeated on the
- 3. election and the crowd of appropriate supporters continues to be union-liberated. Collective Bargaining Collective bargaining is an essential right. It is a chief way through which managers and their associations and trade unions can institute better earnings and working environment. In addition, it provides the foundation for resonance labor dealings. Distinctive challenges on the bargaining plan include equal treatment, training, wages, occupational health and safety, and working time. The aim of these negotiations is to come to a collective harmony that regulates conditions and terms of employment (Venn, 2009). It may also address the responsibilities and rights of the parties, therefore, ensuring productive and harmonious workplaces and industries. Improving the comprehensiveness of collective bargaining and the collective union is the main way of reducing disparity and expanding labor security. Right to work laws Right to work laws hinder unions from including definite sorts of union protection sections in their contracts with corporations that efficiently compel the organization to make their workers either join the union or in any case give a share of their union excise as a provision of service. These state laws enable employees to join a union if they are willing but managers cannot force employees or coerce them to be part of the union as a condition or term of employment. The union has to put into consideration that the law does not forbid workers from joining a union nor does it forbid them from giving union levies willingly. The law only shelters an individual’s liberty of association by forbidding the recompense of union levies from being mandatory terms of service. According to the law, no individual ought to be enforced to decide amid paying cash to a reason a person may go up against and make a fortune. Conclusion For success of every union to be realized appropriate strategies should be put in place by to ensure the union meets all the
- 4. qualities and is legal. The union should as well embrace the idea of collective bargaining in order to bring equality in their organizations. The right to work law is an important aspect and every union should consider working according to it instead of putting up rules that favor their own interest rather than the employees. References Deakin, S. F., & Morris, G. S. (2012). Labor law. Hart publishing. Farrington, C. (2006). Unionism and the peace process in Northern Ireland. The British Journal of Politics and International Relations, 8(2), 277-294. Venn, D. (2009). Legislation, collective bargaining and enforcement.