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This assignment has two parts: Part 1: Your responses to two questions and Part 2: One page report.
Missing ANY component will lead to “0” point for an entire assignment. Therefore, please read instructions carefully.
PART 1:
TASK: Read "Mil-Tech" case study found in your textbook within the ethic chapter. Upon completion of reading, each student is to submit a paper answering the following questions in a CONSTRUCTIVE manner.
QUESTION 1) Discuss what it is you think might happen with each of the following actions that Garcia attempts. (Provide your response in a paragraph format for each action):
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2) Garcia gets rebuffed when he takes this information to his boss, so he decides to go to the union and tip them off as to the company's plans. (Be sure to support your thoughts.)
3) Garcia decides to go to OSHA and inform them of the company's intentions to use the more toxic paint without properly training the employees and informing them of the potential hazards. (Be sure to support your thoughts.)
QUESTIONS 2) If you were Garcia, what would you do or what kind of approach would you take? Be sure to apply information you obtain from the lecture/textbook to support your approach. In other words, describe HOW and WHY you would approach as you indicated in your document.
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· Sending your assignment as an email attachment is NOT accepted.
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· Not including requested item(s) will lead to 0.
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During the HR Manager’s audit at the India plant, The HR manager also discovered that the plant has not traditionally utilized any form of progressive discipline. Managers keep track of issues in their own way without any formalized process. Now that the plant is part of a global, publicly traded company, the lack of processes puts the entire organization at risk for several areas of compliance. How can HR add value in this context?
HR stands in position to hold operational managers accountable for their jobs. In this case, appropriate discipline needs to be given to these managers for not abiding by any standard process.
HR has to evaluate situations in unison with the Legal and Quality departments. All share accountabilities for operational risk and all need to get together for a cross-functional response to the situation.
The exit process for employment can be lengthy and present too much risk to a business if not handled well. HR is able to assess risk, make recommendations for process improvement, and execute strategic plans.
HR has a commitment to creating the best employee experience, which stops employees exiting from a business. When processes are not well thought out, the most detrimental impact is first felt by employees.
Bookmark question for laterIn smaller businesses, when departments are not as well defined and have fewer people, business leaders from any discipline will frequently perform terminations. This is not ideal. As companies grow, why should they place ultimate accountability on HR to manage the termination process?
Some state laws require HR to manage the process, so most companies have to adopt an overarching policy for HR to run and manage the process.
HR prevents former employees from filing any type of lawsuit by ensuring a zero litigation policy.
HR isn’t always the best department to run an effective termination. If a relationship between manager and subordinate is really personal, managers in these situations tend to run much more effective separation discussions.
The termination process, while difficult for management, is even worse for the individual. HR possesses the necessary skills in handling these delicate procedures and knows how to mitigate risk.
Bookmark question for laterDuring times of global financial crises such as in 2008 and 2020, many companies were faced with loss of revenue and subsequently had to take a closer look at operating expenses and the potential of reducing headcount as one means to stay above water. For publicly traded companies, decisions in this realm draw the attention of many outsiders such as the press, customers, and shareholders. How can HR provide strategic value in situations like this?
As HR has ultimate ownership of recruitment efforts, it stands in the best position to know how many people will need to be rehired again once the economic downturn ends.
HR has the knowledge, skills, and ability to manage complex employment situations and ad.
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labor, and risk management. In theory, the argument for offshoring is plausible and synergies can be created
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Assignment 2 – Mil-Tech – Ethics in Safety
This assignment has two parts: Part 1: Your responses to two questions and Part 2: One page report.
Missing ANY component will lead to “0” point for an entire assignment. Therefore, please read instructions carefully.
PART 1:
TASK: Read "Mil-Tech" case study found in your textbook within the ethic chapter. Upon completion of reading, each student is to submit a paper answering the following questions in a CONSTRUCTIVE manner.
QUESTION 1) Discuss what it is you think might happen with each of the following actions that Garcia attempts. (Provide your response in a paragraph format for each action):
1) Garcia goes to his boss and explains that he has become aware of the company's intentions to use the more toxic paint. He expresses his concerns on three points (a) the potential impact on exposed employees; (b) the potential liability beyond Workers' Comp and; (c) the fact that he was not included in the discussions about this material. (Be sure to support your thoughts.)
2) Garcia gets rebuffed when he takes this information to his boss, so he decides to go to the union and tip them off as to the company's plans. (Be sure to support your thoughts.)
3) Garcia decides to go to OSHA and inform them of the company's intentions to use the more toxic paint without properly training the employees and informing them of the potential hazards. (Be sure to support your thoughts.)
QUESTIONS 2) If you were Garcia, what would you do or what kind of approach would you take? Be sure to apply information you obtain from the lecture/textbook to support your approach. In other words, describe HOW and WHY you would approach as you indicated in your document.
PART 2:
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SUBMISSION of Part 1 and Part 2: Once you complete both Part 1 and Part 2, please submit both documents as one document (See below) through appropriate assignment link (Where you obtain this instruction) in the Blackboard as an attachment.
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NOTES:
· Make sure your document has proper file name.
· Sending your assignment as an email attachment is NOT accepted.
· Not following the format will lead to 0.
· Not including requested item(s) will lead to 0.
· Going ...
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In this paper, the theoretical link between job satisfaction and organizational success was examined. It claims that happier employees contribute to higher organizational performance. The article claims that a person who has high levels of job satisfaction has positive attitudes towards his employment. On the other side, a worker who is dissatisfied at work has negative opinions about the job. It was also emphasized that motivated employees who are happy with their workplaces contribute to better organizational success. he purpose of this article is to examine the motivational elements that may affect institutional performance, the role that work satisfaction may play in that performance, and the link between motivation and institutional performance. According to the study, managers or authorities should be worried about the attitudes of their employees since these attitudes might be a harbinger of potential problems and could have an effect on conduct. Anil Bera "Role of Motivation and Job Satisfaction for Institutional Performance" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-3 , June 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd56368.pdf Paper URL: https://www.ijtsrd.com.com/humanities-and-the-arts/education/56368/role-of-motivation-and-job-satisfaction-for-institutional-performance/anil-bera
During the HR Manager’s audit at the India plant, The HR manager a.docx
During the HR Manager’s audit at the India plant, The HR manager also discovered that the plant has not traditionally utilized any form of progressive discipline. Managers keep track of issues in their own way without any formalized process. Now that the plant is part of a global, publicly traded company, the lack of processes puts the entire organization at risk for several areas of compliance. How can HR add value in this context?
HR stands in position to hold operational managers accountable for their jobs. In this case, appropriate discipline needs to be given to these managers for not abiding by any standard process.
HR has to evaluate situations in unison with the Legal and Quality departments. All share accountabilities for operational risk and all need to get together for a cross-functional response to the situation.
The exit process for employment can be lengthy and present too much risk to a business if not handled well. HR is able to assess risk, make recommendations for process improvement, and execute strategic plans.
HR has a commitment to creating the best employee experience, which stops employees exiting from a business. When processes are not well thought out, the most detrimental impact is first felt by employees.
Bookmark question for laterIn smaller businesses, when departments are not as well defined and have fewer people, business leaders from any discipline will frequently perform terminations. This is not ideal. As companies grow, why should they place ultimate accountability on HR to manage the termination process?
Some state laws require HR to manage the process, so most companies have to adopt an overarching policy for HR to run and manage the process.
HR prevents former employees from filing any type of lawsuit by ensuring a zero litigation policy.
HR isn’t always the best department to run an effective termination. If a relationship between manager and subordinate is really personal, managers in these situations tend to run much more effective separation discussions.
The termination process, while difficult for management, is even worse for the individual. HR possesses the necessary skills in handling these delicate procedures and knows how to mitigate risk.
Bookmark question for laterDuring times of global financial crises such as in 2008 and 2020, many companies were faced with loss of revenue and subsequently had to take a closer look at operating expenses and the potential of reducing headcount as one means to stay above water. For publicly traded companies, decisions in this realm draw the attention of many outsiders such as the press, customers, and shareholders. How can HR provide strategic value in situations like this?
As HR has ultimate ownership of recruitment efforts, it stands in the best position to know how many people will need to be rehired again once the economic downturn ends.
HR has the knowledge, skills, and ability to manage complex employment situations and ad.
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