Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
However, the prospect of relocating manufacturing operations abroad raises new potential issues that must be considered. Specifically, it may be ethically permissible to take advantage of certain prevailing circumstances in foreign countries that are responsible for lower labor (and other overhead) costs. On the other hand, there are also limits to that concept. It is not ethically permissible to relocate manufacturing operations to countries where economic and social conditions are so bad that the population is desperate for work at wages that are exploitative by any objective standard.
Similarly, it is ethically unacceptable to allow American companies to exploit foreign workers by allowing manufacturing processes to be carried out in work environments that would violate the most basic concepts about appropriate and acceptable vocational situations and circumstances...
And subject to U.S. employment laws and standards set out by occupational hazard regulations.
Assuming that the company can ensure that the working conditions and employment wages in foreign countries under consideration are not exploitative or otherwise violative of basic ethical business principles that govern employment in the U.S., I am inclined to support relocating manufacturing operations abroad. In my opinion, high-tech manufacturing (as opposed to high-tech product and software development) need not necessarily be conducted in Silicon Valley, especially in light of the many factors that contribute to very high overhead costs in Silicon Valley. Manufacturing processes should be capable of being taught and exported to workers abroad at a fraction of the costs of centralizing manufacturing operations in Silicon Valley.
Where that is accomplished, formal disciplinary and termination policies do protect organizations against wrongful termination liability. In principle, the worst possible scenario is where such policies exist but without sufficient training to assure that they are not violated when they apply. Succession Planning Programs In my opinion, effective succession planning must be a continual and ongoing process if it is to have the desired results and achieve its desired objectives. While
Response # 2 I can certainly understand why fueling issues are such a concern in your organization, given that both your ability to deliver services and the expense of doing so is directly dependent on fueling your vehicles. Similarly, security and terrorism issues are also obvious concerns for your organizations because of your responsibilities as first-responders in any emergency situation. I would also agree that the "second attempt" that you describe
Even if entirely subjective performance appraisals are useless, I would expect that there is a way to incorporate both objective and subjective elements. I would also agree that in-service training is even more important than performance appraisal, but I see no reason why any agency would have to make a choice of one or the other. Discussion 3 Response In my opinion, your post perfectly illustrates some of the potential problems
Programs like "Fit Check" help employees avoid derailing their long-term career track and professional development by taking positions in organizations with whose values and expectations they are not compatible matches. Those programs are valuable to the organization because they help them reduce wasted resources on recruitment and training costs for employees who are not retained. What types of problems are typically encountered by the employee and the employer when an employee
Suggested Approach for Reconciliation and Resolution The suggested approach to reconciliation and resolution would, as in the cases of Donnie and Mika also rely primarily on the process of educating the individuals involved to better understand certain information that they would need to understand to achieve their common objective. More specifically, Tyrrell should attempt to develop a method of helping the Bishops understand the positive elements of modern communications and information
Creating Organizational Value through the Integration of Information Technology: A Management Perspective Change Management and the Construction of a Receptive Organization Transformational and Participative Leadership A Decentralized Organizational Culture Effective Utilization of Resources Simulations Performance Monitoring Systems Risk Management and Support Strategies When considering the ever-changing and highly competitive global landscape of business today, firms must stay at the cutting edge of their respective fields in order to sustain profitability in the long-term. With the current exponential growth