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Employees' Benefit Package
Employee Benefit Package
Employees' Benefit Package
How Would you Handle the Selection of the Employees' Benefit Package?
Selection of Employee's Benefit Package
With high inflation rate and soaring prices of everything around us, attractive Employees Benefit Package play a vital role for the employees in making the right selection of a job. An employee compensation package consists of two components one is the fixed income in the form of basic salary and other is the deferred income in the form of employees benefits. At times the percentage of the basic salary is lower than that of the latter nevertheless the overall compensation package can still be very attractive.
There are numerous benefits that an employer can offer to its employees. Most common ones are the medical or health insurance, retirement plan, tuition fees and paid time-off. Previously, almost in every organization there used to be one package…
Colonial Life (2009) / Benefitting the Bottom Line Colonial Life White Paper
Beam, Jr. And Mcfadden (2001)/Employee Benefits .6th Edition Dearborn Financial Publishing, Inc. USA
Andrew DuBrin (2008)/Essential of Management 8 Edition .Cengage Learning, USA
Atchison, Belcher and Thomsen (2010) / Distance Learning Center/Employees Benefit Programs Library of Congress Cataloging-in-Publication Data USA, from http://www.eridlc.com/index.cfm?fuseaction=textbook.chpt20
Employee Stock Ownership Programs
Employee Stock Ownership
Employee motivation practices have significantly developed in accordance with the developing needs of companies to have skilled employees performing better, and the needs of employees of improving their social standards. Motivation strategies are not limited to financial bonuses, but also provide stock ownership programs in the case of listed companies. Specialists in the field have identified such programs to have an important effect on employee loyalty.
Employee Stock Ownership Programs
Employee Stock Ownership Programs are employee benefit plans in which companies provide their different types of workers ownership interests in the company in case. These plans work by the employer allocating a certain number of stocks to each employee in accordance with their salary, but also with other performance assessment criteria. However, employees are not allowed to sell their stocks as they are held in the company's ESOP trust until they leave the…
1. Patrick, J. (2013). The Questions to Ask Before Adopting an ESOP. The New York Times. Retrieved February 28, 2014 from http://boss.blogs.nytimes.com/2013/07/11/the-questions-to-ask-before-adopting-an-esop/?_php=true&_type=blogs&_r=0 .
2. History of Employee Ownership (2010). The Employee Ownership Foundation. Retrieved February 28, 2014 from http://www.employeeownershipfoundation.org/history-eo.html .
Third employers are banned from interfering or discriminating against employees taking FMLA leave. Fourth, employers need to post a notice for workers detailing the provision of FMLA and are subject to penalties for failure to post such notice.
Application and Implication of OSHA of 1970:
The issue of employee health and safety at the workplace to prevent injuries and deaths is a major issue of the Labor Movement. The Occupational Safety and Health Act of 1970 was enacted for the establishment of Occupational Health and Safety Administration to implement labor laws that help in preventing injuries and deaths in the workplace ("1970 Occupational Safety and Health Act," n.d.). The main aim of this legislation is to significantly lessen workplace accidents and decrease the number of people involved in work that could result in disabilities later in life. The legislation covers all employers and their workers in all 50 states, Puerto…
"1970 Occupational Safety and Health Act (OSHA) Passed." (n.d.). Massachusetts AFL-CIO
The Voice of Working Families. Retrieved May 28, 2012, from http://www.massaflcio.org/1970-occupational-safety-and-health-act-%28osha%29-passed "Family & Medical Leave Act of 1993 - FMLA." (n.d.). OSHA Safety Regulations & Labor Law
Guide. Retrieved May 28, 2012, from http://www.osrllg.com/additional_fmla.php
"Safety and Health Standards: Occupational Safety and Health." (2009, September). Elaws
Employee vs. Management
Employees vs. Management
The employee management relations are maintained within organizations according to the company policy. The organizational structure is also relevant in order to follow a formal communications mechanism. The multinational business organizations similar to the ones discussed should consider local business regulations and norms in order to develop operations policy. The human resource practices followed in Middle East should be considered in terms of flexible working hours. However leave entitlements cannot be offered in accordance with the European countries.
Human resources are an important factor for business and organizational structure. The management and employees hold a special relationship in order to peruse business goals. The sections below are focused to provide a detailed analysis of management and employee views on various work related organizational and human resources issues. The place of working is explained in terms of the business, number of employees, and nature of…
Edwards, P. (Ed.). (2009). Industrial relations: theory and practice. USA: Wiley-Blackwell.
Reeve, B.H., Broom, DH, Strazdins, L., & Shipley, M. (2012).Regulation, Managerial Discretion and Family-Friendliness in Australia's Changing Industrial Relations Environment. Journal of Industrial Relations, 54(1), 57-74.
Employee Seperation Procedures
Employee Separation Procedures
A common challenge for many firms; is being able to create effective employee separation policies and procedures. This is because various regulations require everyone to follow specific practices in order to ensure that someone is discharged for actual causes from failing to meet certain requirements of the job. Those organizations who ignore this, will find themselves the subject of increased amounts of ligation for wrongful termination. (Hor, 2009)
At the same time, there is the possibility this could create a poisonous work environment for everyone else. To avoid these challenges requires creating policies that will take these different views into account. When this happens, the H department can balance the numerous legal and ethical requirements in the process of achieving these objectives. (Hor, 2009)
Critical Factors for Creating an Effective Separation Policy
In order for any kind of separation procedure to be effective requires…
Armstrong, M. (2006). A Handbook of Human Resource Management Practices. New York, NY: Kogan Page.
Chi, W. (2011). Adoption and Termination of Employee Involvement Programs. Labor, 25 (1), 45 -- 62.
Hor, J. (2009). Managing Termination of Employment. New York, NY: Taylor and Francis.
O'Boyle, T. (2011). At Any Cost. New York, NY: Random House.
Employees Healthcare System
Obesity, Ageing, Healthcare and Statistics:
Obesity in the U.S.
Obesity has been referred to as a causal subject to just about 100,000 -- 400,000 demise in the America for every year and has augmented well-being and spending, estimating the public a probable $117 billion in straight (defensive, analytic, and management services associated to heaviness) and circuitous (non-attendance, failure of potential earnings due to premature death) expenses. This surpasses well-being costs related with smoking or trouble utilization which adds up to for 6% to 12% of nationwide health care expenditures in the United States. The medical aid programs let about partially of this price. Yearly hospital costs for taking care for obesity associated diseases in brood increases thrice, from $36 million to $128 million, in the era from 1979 to 1999, and the inpatient and moveable healthcare costs amplified radically by $396 per individual each year. These inclinations…
Anthony, R. & Kovner, J.K. (2011 ). Jonas & Kovner's Health Care Delivery in the United States. Springer Publishing Company.
cdc.org. (2011). U.S. Obesity Trends. Retrieved April 1, 2012, from Overweight and Obesity: http://www.cdc.gov/obesity/data/trends.html
Joshua, M. & Wiener, J.T. (2012). Population ageing in the United States. Retrieved April 1, 2012, from oxfordjournals.org: http://ije.oxfordjournals.org/content/31/4/776.full
employee satisfaction and productivity
Employee satisfaction directly links to organizational excellence and/or productivity. Maybe… Maybe not… Researchers regularly debate exactly what components contributing to employee satisfaction and the company's and/or organization's productivity. Similarly, employers and employees do not typically agree on the reason/s an employee stays committed to a company or what factors contribute to an employee's satisfaction with the company. During the mixed-method case study, the researcher focuses on employee satisfaction and productivity as well as investigates whether a correlation exists between employee satisfaction and productivity/output. The study also examines factors that contribute to employee satisfaction, both on and off the job, and considers if "satisfaction" can be measured. If "yes," the researcher discusses how one can measure employee satisfaction; if "no," the researcher explains the reason/s for the incapability.
The hypothesis for the study asserts: A positive correlation exists between employee satisfaction and…
ASDA beats sales and profits targets 2008. Talking Retail. [Online]. Available at: http://www.talkingretail.com/news/industry-news/8629-asda-beats-sales-and-profits-targets.html
[Accessed 21 August 2010].
ASDA/WAL-MART A Corporate Profile. 2004. Corporate Watch UK. [Online]. Available at: http://www.corporatewatch.org/?lid=800 [Accessed 29 July 2010].
ASDA Stores. 2010. dooyoo GmbH - consumer reviews and price comparison. [Online]. Available at: http://www.dooyoo.co.uk/employment/asda-stores/1361787 / [Accessed 16 August 2010].
Employees Accepting Gifts
The objective of this paper is to analyze the impact of the practice of employees accepting gifts in organizations. Accepting gifts has been a major controversial issue because of the different perceptions among different sections connected with the organization. It is recognized that the line between gift and bribe in the organizational context is almost invisible. This paper attempts to highlight and understand the perceptions of employers, customers, stakeholders and third person/general public. The employers' general tendency to disallow employees from accepting gifts is explained with reasons and examples. The perception of employees is also analyzed in detail from psychological and sociological viewpoint. Attempt is made to analyze the findings and inferences in the context of practical examples, by looking up the ethical policies and codes of leading global corporations. The importance of ethics in the private as well as the public sector is explained with specific…
Ball, D., A and McCulloch, W., H (1996) "International Business," Irwin: Chicago
Balmer, J.M.T (1998) "Corporate Identity and the Advent of Corporate Marketing," Journal of Marketing Management, 14(8), 47-53
Forrest, B (1995) "Integrity, International Encyclopedia of Ethics," ed J.K. Roth, London, Fitzroy-Dearborn
Hoang, P.B (1997) "Globalization vs. customization in international marketing" Journal of International Marketing and exporting, 2(1), 67-72
The fact is that taking health-care dollars out of the risk pool and placing them instead into accounts will place greater burden of paying for health onto those who are less healthy. There is also the fear that individuals will not be good buyers of care on their own and susceptible to scam artists.
A transition from the insurance concept is going to blow up the ranks of the uninsured and increase the need for government to come in and get involved.
With the costs rising and the smaller companies beginning to no longer be able to afford coverage at all, many employees are going to be faced without having any insurance. Not only are benefits cuts at individual companies increasing the number of uninsured; a shift in the workforce from manufacturing to services, which normally offers less benefits, is occurring as well. All one has to do is see…
Handbook Disclaimers Negate Contract Status: Employers can use disclaimers to avoid this situation. If employees sign explicit disclaimers that employment is at-will, courts typically find that handbooks don't create long-term employment contracts. The court in Woolley found that the form and placement of a handbook disclaimer is very important (Employee Handbooks and At-Will Employment ibid). An effective disclaimer is a clear statement by which the defendant reserved the unambiguous right to terminate employees without cause (Exceptions to the employment at will doctrine, 1997, p. 8). All that needs to be done by the employer is the inclusion in the personnel manual in a very prominent position of an appropriate statement that there is no promise of any kind by the employer contained in the manual; [….] and that the employer continues to have the absolute power to fire anyone with or without good cause (see At will employment in New…
At will employment in New York and New Jersey. 1-10. Accessed 1 December 2011. www.employmentlit.com/files/RAMA-Presentation-092706.pdf
Billikopf, G. (11 August 2006). Discipline and termination. 1-17.
Accessed 1 December 2011.
Developing talent internally requires sensitivity to different diversity dimensions. One of the underappreciated dimensions of diversity is age, and ageism may be contributing to the underutilization of talent. Instead of expecting that older employees are stuck in their ways or uninterested in change, consider recent research showing that in fact, older employees may be more interested and able to make lateral moves and take posts abroad. In the article “In the Lead,” Hymowitz (2003) shows how managers can work together to maximize the talents and skills of all employees, regardless of their ages.
However, employees over 40 or 50 years old are being systematically ignored, their talents underutilized. Hymowitz (2003) claims that most older workers complain of “lack of opportunities for advancement,” (p. 1). Discrimination may be in part to blame, as well as the lack of understanding of how to cultivate and develop the talents of diverse generations. By…
Capelli, P. (2014). Engaging your older workers. Harvard Business Review. November, 2014. Retrieved online: https://hbr.org/2014/11/engaging-your-older-workers
Hymowitz, C. (2003). In the lead. The Wall Street Journal, 24 June, 2003.
Corporate volunteering (CV) entails the scenario wherein employees undertake voluntary social activities. The activities are community based and charitable in nature (Optimy. 2017). This volunteering form becomes part of the CSR policy of the company. Companies have chosen to invest their resources and time in the development of workplace environments where every person can put in their contribution on the things that really matter (Optimy. 2017). Over time, the concept of volunteering broadened detailing the program of volunteering as a means of strengthening the relationship between the Company and her employees. There are many examples that explain the impact of the corporate volunteering phenomenon.
One of the examples is Deloitte, a consulting firm that operates in close to every other Nation of the world. The company has an elaborate CSR tradition. For volunteering, the company offers her employees about 48 hours per annum on payroll for them to…
Basil, D. Z., Runte, M. S., Easwaramoorthy, M., & Barr, C. (2009). Company support for employee volunteering: A national survey of companies in canada. Journal of Business Ethics, 85(SUPPL. 2), 387–398. https://doi.org/10.1007/s10551-008-9741-0
Benabou, R., & Tirole, J. (2010). Individual and corporate social responsibility. Economica, 77(305), 1–19. https://doi.org/10.1111/j.1468-0335.2009.00843.x
do Paço, A., & Cláudia Nave, A. (2013). Corporate volunteering. Employee Relations, 35(5), 547–559. https://doi.org/10.1108/ER-12-2012-0089
Doing Good Leads (n.d.). Employer Supported Volunteering (ESV). Retrieved 24, December, 2018 from https://doinggoodleeds.org.uk/esv/
FrontStream., (2013). 3 benefits of corporate volunteer programs. Retrieved 24, December, 2018 from https://www.frontstream.com/3-benefits-of-corporate-volunteer-programs/
Gian-Claudio, G., & Theo Wehner. (2012). Corporate Volunteering. Gabler Verlag.
Graffer, J. (2011). Corporate volunteering as tool for human resource development: An innovative corporate citizenship approach on the example of erste group. Mu?nchen: GRIN Verlag.
Injaz Qatar (2018). About Us. Retrieved 24, December, 2018 from https://www.injaz-qatar.org/
Recruiting and Attracting Talent:
Using HR to Improve Company Performance
A commonly cited cliché is that an organization is as only good as its people; in other words, that talent and organizational performance go hand-in-hand. This is even truer today than it has been in past eras, as companies must strive to differentiate themselves from other organizations with a similar price point. Service is key, which demands recruiting and attracting top talent. It also means retaining such talent with the right balance of extrinsic and intrinsic rewards. According to the McKinsey consulting firm’s senior partners Scott Keller and Mary Meaney, the evidence suggests that the very best people do the majority of the work at most organizations, thus hiring and keeping the right people can result in productivity gains as well as cost savings due to retention. Keller & Meaney (2017) estimate that high performers are 400% more productive than…
Risk and Reward Assessment
Nobody intrinsically possesses requisite skills for the proper supervision of children playing in a play area. Playground supervisor coaching ought to cover generic details linked to supervision as well as business- specific information. Bounce House must educate its playground staff on relevant processes, policies, obligations and tasks.
A major duty for when children are playing in a play area is adequate monitoring. Bounce House’s chief aim in this respect is safeguarding children against injury or reducing injury risks. The following 4 key elements are included in adequate supervision:
1. Presence and alertness
Playground staff ought to be present prior to commencement of play. Remaining reasonably close to the activity zones. Every child must be kept in one’s field of vision. Distraction from one’s responsibility is a big no-no.
2. Child behavior supervision and intervention
The play climate ought to be controlled. Children should not be allowed…
Educational Service District (n.d.) School Playground School Playground Safety Guidelines. Retrieved 24 October 2017 from http://web3.esd112.org/docs/insurance-programs/playgrdgdln1200.pdf
Joseph, O. B. (2015). An Assessment of the Training and Developmental Needs of Employees in Nigerian Local Government. Review Pub Administration Manag, 3(152), 2.
The author of this brief report has been asked to review a letter from Bobby Johnson. Specifically, the analysis will be done while keeping the 10 C’s in mind. Those C’s, of course, are content, completeness, correctness, clarity, coherence, conciseness, connection, creativity, courtesy and closure. After troubleshooting and identifying the issues with the email, there will then be a rewriting of the email that acts upon what was missing, incorrect or placed in error within the original draft of said email. While the letter written by Bobby Johnson does basically address what was needed, there are some clear-cut things that could and should have been done much better in the email.
Overall, the content of the existing letter is fairly positive. There are some issues with the way things are phrased and presented. However, the important parts are there, albeit some of them done incompletely or otherwise…
Insight Link. (2017). The 10 Cs of Employee Engagement. Insightlink.com. Retrieved 12 August
2017, from https://www.insightlink.com/ten-cs-of-employees-engagement.html
Intranet Connections. (2017). Apply the 10 C\\\\'s of Employee Engagement to your Intranet.
Intranetconnections.com. Retrieved 12 August 2017, from
Policy on Shift Swapping
Shift swapping is a common practice in modern workplaces both in the public and private sectors. Organizations including federal agencies have established shift swapping policies through which employees engage in shift swap. This practice has positive impacts as it enhances employee retention and performance. Generally, shift swapping provides a framework for hourly workers to shift their working hours in order to response to pressing issues such as family responsibilities (Disselkamp, 2013). In addition to enhancing employee retention and performance, shift swapping also contributes to workplace flexibility. For this federal agency, shift swapping is a common practice for part- and full-time employees. However, some full-time employees have abused the policy, which has resulted in significant negative impacts such as the recent incident of a part-time employee who was injured at the workplace following shift swap. This report examines the timecard scandal and abuse of the agency’s shift…
What Makes a Great Place to Work
Each year, Fortune magazine publishes its list of best companies to work for using a standard set of criteria that includes factors such as the quality of their leadership and perceived credibility based primarily on employee feedback. Three companies that have received this award over the past 5 years include Quicken Loans, Methodist LeBonheur Healthcare and AFLAC. This paper examines how these three companies achieved this noteworthy status by first reviewing the relevant literature to describe the methodology used by Fortune magazine to select recipients of this award, followed by an analysis of their specific and unique company benefits, culture, and human resource management (HRM) practices. Finally, a description of this author’s personal philosophy of HRM and corresponding relevant biblical principles is followed by a summary of the research and key findings concerning these three companies and their HRM practices in the conclusion.…
Fortune 500 methodology. (2018). Fortune. Retrieved from http://fortune.com/best-companies/.
Methodist Le Bonheur Healthcare. (2018). Great Place to Work. Retrieved from http://reviews. greatplacetowork.com/methodist-le-bonheur-healthcare.
Phillips, J. J. & Phillipos, P. P. (2015). High-impact human capital strategy: Addressing the 12 major challenges today\\'s organizations face. New York: AMACOM.
Shorb, G. S. (2016, Fall). The quality/cost pressures on healthcare providers. Business Perspectives, 18(1), 14-17.
Zoltners, A. A. & Prabhakant S. (2009). Building a winning sales force: Powerful strategies for driving high performance. New York: AMACOM.
Corporate Greed and How It's Affecting the Lives of Workers and America Financially
It is false to believe that every America has an opportunity to move up in life. This is because the American dream is broken. It is quite disappointing to note that today's generation will be the first in modern history to be poorer than their parents. There is an ever-increasing gap between the rich and the poor and this has been ignored by the investors and policymakers. This inequality is not just a side-effect of capitalism. It is a symptom of policy negligence. Capitalism is incredibly successful in boosting wealth. However, it has failed to redistribute this wealth. According to the American Federation of Labor (2019), economic policies have always favored the corporate CEO and Wall Street. This has resulted in an economy that is completely out of balance. A majority of CEO's are mainly focused on…
American Federation of Labor. (2019). Corporate Greed. Retrieved from https://aflcio.org/issues/corporate-greed
Burnett, D. (2019). Corporate Greed: These Companies Deceived America For Profit—And You Probably Helped Them. Reader's Digest. Retrieved from https://www.rd.com/culture/corporate-greed/
Kovacic-Fleischer, C. (2017). Food Stamps, Unjust Enrichment, and Minimum Wage. Law & Ineq., 35, 1.
Mishel, L., & Davis, A. (2015). Top CEOs make 300 times more than typical workers. Economic Policy Institute(399). Retrieved from https://www.epi.org/publication/top-ceos-make-300-times-more-than-workers-pay-growth-surpasses-market-gains-and-the-rest-of-the-0-1-percent/
Sanders, S. B. (2015). Corporate Greed Must End. HuffPost. Retrieved from https://www.huffpost.com/entry/corporate-greed-must-end_b_7653442
As it relates to the media, the transition to a work from home environment has created both efficiencies and issues within the industry. Working for home has allowed media companies and professional to maintain business operations through the pandemic. However, working from home has caused workers to work much longer hours as their work does not leave their home. In addition, the longer hours have created high stress levels within media personnel as they grapple with multiple responsibilities. Finally, working from home has caused certain individuals to experience mental health issues related to COVID-19 related stress. Many pundits have offered various solutions to these problems with many businesses adopting a variety of approaches to mitigate the risks of working from home. In all there are three primary responses to the work from home issue. The first response is to allow media to work from home permanently. The second response is…
1. Arntz, M., B. Y. Sarra, and F. Berlingieri. 2019. “Working from Home: Heterogeneous Effects on Hours Worked and Wages.” ZEW-Centre for European Economic Research Discussion Paper No. Mannheim, Germany, 19-015. Retrieved from 10.2139/ssrn.3383408.
2. Bae, K. B., and D. Kim. 2016. “The Impact of Decoupling of Telework on Job Satisfaction in U.S. federal Agencies: does Gender Matter?” The American Review of Public Administration 46 (3): 356–371. doi:10.1177/0275074016637183.
3. Baker, E., G. C. Avery, and J. Crawford. 2007. “Satisfaction and Perceived Productivity When Professionals Work from Home.” Research & Practice in Human Resource Management 15 (1): 37–62.
4. Baruch, Y. (2000). Teleworking: benefits and pitfalls as perceived by professionals and managers. New Technology, Work and Employment, 15(1), 34–49. doi:10.1111/1468-005x.00063
5. Bick, A., A. Blandin, and K. Mertens. 2020. “Work from Home After the COVID-19 Outbreak.” CEPR Discussion Paper No. DP15000. Retrieved from https://ssrn.com/abstract=3650114
As an intern at the legal department of Greene’s Jewelry Wholesale, I am convinced that the company does indeed have significant strengths in as far as its legal claim is concerned. This is more so the case given that Jennifer Lawson did indeed sign a confidentiality agreement whereby she made a commitment to keep any information gathered relating to the creation of Ever-Gold secret. It is important to note that she never signed a ‘not to compete’ agreement. This, however, has no connection to the issue at hand because Jennifer has not necessarily established an enterprise that seeks to compete with Greene’s Jewelry. On the other hand, when it comes to the legal defense of the company, it would be prudent to note that Greene’s Jewelry position would be weak. The subsequent sections of this text not only analyze the facts and laws relevant to the…
Retaliation for Whistle Blowing and At Will Employees
Waddell vs. Boyce Thompson Institute for Plant Research, Inc.
In the case Waddell v. Boyce Thompson Institute for Plant Research, Waddell sued for wrongful termination claiming that his dismissal violated his contract. He was an at-will employee, however, and there were no clear guidelines regarding termination; thus, the court found that Waddell did not present a proper claim for breach of contract. The Supreme Court upheld the decision of the lower court and argued that Waddell did not make a proper claim.
While I agree technically with the court’s decision, I disagree with the spirit of the ruling. Waddell was possibly fired because his boss did not like that Waddell was calling her out for being late with financial filings. There could have been fraud involved. Waddell should have sued for wrongful termination based on violation of the whistleblower policy that the…
Waddell v. Boyce Thompson Institute for Plant Research. (n.d.).
Case Study Selected
The case study selected for solving is case study three, which discusses Janet Chow, a 27 year old individual that has just been promoted to a first level management position as team leader. The key attributes of Chow include being a hardworking, exemplary work completion, working well with others, being accessible to aid others and also being ultimate team player. However, Chow lacks experience in the corporate world. Subsequent to accepting the position of team leader, Chow faces numerous issues. This includes lack of making direct eye contact with team members, constantly seeking consensus whole making decisions and solving problems, being perceived as slow and deliberate, lack of independence and concentrating on relationships rather than output attained.
Motivation is imperative to just about any aspect of life. It is delineated as the internal clout or energy that steers one in the direction of undertaking a…
Hornstra, L., Mansfield, C., van der Veen, I., Peetsma, T., & Volman, M. (2015). Motivational teacher strategies: the role of beliefs and contextual factors. Learning environments research, 18(3), 363-392.
Kessler, E. H. (Ed.). (2013). Encyclopedia of management theory. Sage Publications.
Evaluating Strategic Talent Management Initiatives
Businesses that wish to remain relevant in the logistics and transportation industry must have a global outlook. This is more so the case given that the world of today is, in essence, a global village where the traditional physical barriers no longer hinder business operations. This they could do by adapting their organizational culture to reflect global standards especially with regard to embracing diversity. Maersk is aware of this fact. As Breum (Damco HR head) has in the past pointed out, the company’s trainee program has grown to be “a lot more international gradually..”, a move that has helped change “the entire mindset in the company…” (Groysberg and Abbott, 2018). It is important to note that earlier on, “the hiring of inexperienced outside individuals had become an increasingly important piece of Maersk HR strategy” (Groysberg and Abbott, 2018). Later on, Maersk would recruit internally if…
Employee Privacy Torts
Issues relating to employee privacy have been at the forefront of businesses for many years. This has been fuelled by the dynamic workplace which changes constantly and also by employees and employers being more litigation-conscious. Technology has also spurred on employee privacy issues with e-mail and the internet being related to heightened concerns about vulnerability of employers to litigation. Many employers have thus exacerbated their concerns relating to employee privacy and especially monitoring of employee behavior. Employee privacy is respected in many of the large corporations. However, there still exist some breaches in employee privacy. Small business owners are at most risk as a result of their increased monitoring practices and close employer-employee interaction.
oberson v. ochester Folding Box Company
One of the major cases that brought employee privacy to the limelight was oberson v. ochester Folding Box Company
Franklin Mills Co. decided to appeal…
Anderson v. City of Philadelphia, 845 F. 2d 1216 (1988).
Borse v. Piece Goods Shop, 963 F.2d 611 (1991).
Burlington Industries, Inc. v. Ellerth, 524 U.S. 742 (1988).
City of Ontario v. Quon, 130 S.Ct. 2619, 560 U.S. (2010).
Employee theft is noted by Mishra and Prassad (2006) to be a major component of private and public retail shrinkage.There is a consensus that theft in the workplace constitutes a serious offense and is a cause of serious problem (Weber, Kurke & Pentico, 2003).Employees have been noted to steal time, money, merchandise as well as other forms of company property like information in exchange for cash and other forms of favors. Wells (2001) noted that opportunity is the main reason for commissioning fraud. According to the U.S. Chamber of Commerce, U.S. employees lose between $20-$40 billion annually through employee theft alone. This theft is noted to be responsible for 30% of all business failure (Condon,2003).Bamfield (2004) further indicated that employee theft is commonplace in the business today.
General prevention strategies against employee theft: A literature review
Vigilance is noted as the key to the prevention of corporate fraud and the…
Albrecht, WS., Albrecht, CC., Albrecht, CO. Zimbelman, MF (2011) .Fraud Examination. Cengage Learning
Anderson, R. 2007. The Credit Scoring Toolkit: theory and practice for retail credit risk management and decision automation. New York: Oxford University Press.
Albrecht, W.S., and G.W. Wernz.( 1993). The three factors of fraud. Security Management 95: no pagination as electronic article
Bamfield, J. (2004), "Shrinkage, shoplifting and the cost of retail crime in Europe: a crosssectional analysis of major retailers in 16 European countries," International Journal of Retail & Distribution Management, Vol. 32 Nos 4/5, pp. 235-241.
Employee Relations Financial Crisis
Managing Employee Relations in the Event of a Financial Crisis
A Look into Management can Effectively Navigate through Adverse Conditions
Austerity Protests (Dowling, 2012)
Employee relations can often be a difficult aspect of maintaining the overall health of an organization. In general, employee relations often refer to the act of fostering productivity, motivation, and employee morale in an organizations human resources pool. However, there are some circumstances in which it is virtually impossible to maintain high levels of morale. One example of this is during a period of economic turmoil. During the global financial crisis of 2008, the world's economy took a sharp turn for the worse. This economic downturn had many implications for businesses and their employees. The level of unemployment rose quickly in many nations and pressure was also applied to lower employee wages.
In the event of such an economic downturn, it is…
BLS, 2012. The Recession of 2007-2009. [Online]
Available at: http://www.bls.gov/spotlight/2012/recession/pdf/recession_bls_spotlight.pdf
[Accessed 12 September 2012].
Business and Marketing, 2009. Consumers in a Recession. [Online]
Employee relations belong to employer-employee relationships that give satisfactory productivity, motivation, and self-confidence. Employee relations are involved with preventing and resolving problems related to individuals that occur or change work situations. Supervisors are given advice on how to correct poor performance and employee misconduct (Gennard, 2005). On the other hand, employees are given information on how to promote a better understanding of the company's goals and policies. For this paper we have chosen Tesco plc and its employee relationship. Tesco plc is the largest global grocery store based in UK. This is the second largest retailer in the world when measured in terms of benefits and third when measured in terms of income. The company has employed more than 326,000 employees around the world where 237,000 of them in Europe where it has its largest private employer.
Strategy Integrating Job Performance and Training
Job Performance and training forms the vital…
Gennard, John Graham Judge. (2005). Employee Relations. London: The Chartered Institute of Personnel and Development.
Hollinshead, Graham, Peter Nicholls Stephanie Tailby. (2003). Employee Relations. Upper Saddle River, NJ: Prentice Hall.
Lewis, Philip, Adrian Thornhill Mark Saunders. (2003). Employee Relations. London: Financial Times/Prentice Hall.
Roger W. Griffeth and Peter W. Hom, (2001). Retaining Valued Employees, Sage Publications, Inc., Thousand Oaks, CA, p. 2.
Employee Privacy Torts
History of Employee Privacy
Changing Trends of Employee Privacy
Impact of Innovative Technology on Employee Privacy
ole of Social Media towards Employee Privacy
Impact of Changing Community/Society on Employee Privacy
Adaptation to the new Environment pertaining to Employee Privacy
Employee Monitoring and Surveillance
Laws and Employer Policies for Text Messaging and Social Media
Electronic Communication Privacy Act
Monitoring of Employee Conversations over Telephone & Email
ecommendations for creating Effective Policies
Future Implications of Employee Privacy
As years have passed and the human race has penetrated into the epoch of twenty first century, the technological advancements have conquered almost every facet of human life, especially the workplace. The widespread platform of the internet has become the integral part of a person's life, in the same manner as businesses are employing technological advancements to perform numerous activities like internet infrastructure, maintenance of computers and so on. It means that…
Baker, D., Buoni, N., Fee, M. & Vitale, C. (2011). Social Networking and Its Effects on Companies and Their Employees. Retrieved from: http://www.neumann.edu/academics/divisions/business/journal/Review2011/SocialNetworking.pdf
Bergh, N.V.D. (2000). Emerging Trends for Eaps in the 21st Century. Haworth Press, Incorporated.
Campbell, D. (2007). The Internet 2007: Laws and Regulatory Regimes. USA: Lulu.com.
Cate, F.H. (1997). Privacy in the Information Age. USA: Brookings Institution Press.
In the economy today change is inevitable in any organization in the world. This is because each and every organization strives to remain strong in the market as well as being relevant. The only way the organizations can achieve this is through evolving so as to ensure that they are at the same level with the rest of the world. Changes occur even in big organizations like Samsung electronics. Samsung electronics is among the largest phone makers in the world and change is inevitable for them. This is because there is a lot of evolution in the world of electronics and Samsung has to undergo changes within the organization that will ensure what they produce is exactly what the world wants. It is very difficult for Samsung to avoid change as it is the new ideas that promote its growth as an organization.
There are many reasons that…
Anderson A., (2013). The Five Top Qualities Needed for an Effective Leader to Facilitate Change in an Organization. http://smallbusiness.chron.com/five-top-qualities-needed-effective-leader-facilitate-change-organization-5.html
Miranda B., (2013). What Causes Resistance to Change Within an Organization. Retrieved May 2, 2013 from http://smallbusiness.chron.com/causes-resistance-change-organization-347.html
Nadler & Tushman, (1995).What Changes in Organization. Retrieved May 2, 2013 from http://highered.mcgraw-hill.com/sites/dl/free/0073404993/579428/Sample_Chapter.pdf
Employee Customer Service Training
New Employee Customer Service Training Plan
Justify the use of a needs assessment of your company's proposed employee customer service training, stressing five (5) ways in which such an assessment would expose any existing performance deficiencies.
The employees of an organization act like the 'driving force' which can either lead the organization towards success or can turn out to be the cause of its failure. A company's progress not only depends on an employee's individual performance but the way these employees communicate with the customers has its own significance. Thus, in order to run a successful organization, it is quite essential to monitor the correlation between the outcomes and the employees' input on a regular basis. To ensure employees' effectiveness, organizations usually remain concerned about training their employees.
Training means a methodical intentional process of changing behavior of organizational members in a direction which contributes to…
Eisenberger, R., Rhoades, L. & Cameron, J. (1999). Does pay for performance increase or decrease perceived self-determination and intrinsic motivation? Journal of Personality and Social Psychology, 77, 1026-1040.
Gerow, J.R. (1997). Psychology -- An Introduction. 5th Edition. New York: Longman.
Hinrichs, J.R. (1976). Personnel training. In M. Dunnette (Ed.), Handbook of industrial and organizational psychology. Skokie, IL: Rand MsNally.
Miller & Osinski (1996). Training Needs Assessment. Retrieved November 18,
Without proper background checks prior to making the hiring decision, an organization can find itself employing individuals who have recently been fired elsewhere for fraud or theft.
An organization can also seek to prevent employee fraud as well as theft by developing well drafted and concise guidelines in regard to acceptable standards of conduct. In the opinion of Beesley (2011), there is an existing need for each and every business to have in place "an employee code of ethics and conduct." The author in this case points out that although such a document cannot entirety prevent instances of fraud; it does make a contribution to the promotion of lawful and ethical conduct.
Beesley (2011) also reaffirms Siegel's assertion as highlighted earlier on in this text that employee fraud largely has little or nothing at all to do with economic problems or conditions. As the author points out, studies have in…
Beesley, C. (2011). 6 Tips for Preventing Employee Theft and Fraud in the Workplace. Retrieved May 22, 2012, from SBA.GOV website: http://www.sba.gov/community/blogs/community-blogs/small-business-matters/6-tips-preventing-employee-theft-and-fraud-wo
Bologna, J. & Shaw, P.D. (1997). Corporate Crime Investigation. Burlington, MA: Elsevier.
Siegel, L.J. (2010). Criminology: Theories, Patterns, and Typologies (11th ed.). Belmont, CA: Cengage Learning.
Develop a strategy specific to your organization for integrating job performance and training.
Job performance is an integral aspect within the health care services industry's overall. For one, it holds both associates and management accountable for their respective actions. This accountable provides a means of deterring any subpar performance on the part of employees who might otherwise be a detriment to the overall operations of the firm. By linking job performance to training, the organization can train those deficient in certain skills. In many instances training allows a means for personnel to acquire skills deemed necessary by leadership. By integrating both concepts, organizations can minimize waste while also growing talented personnel within the organization. This is particular important in regards to the changing landscape of the health care industry overall. Excessive and meaning regulation has created fundamental change within the industry overall. As such, job training must reflect…
1) Draper, Elaine, Joseph LaDou, and Dan J. Tennenhouse. 2011. "Occupational Health Nursing and the Quest for Professional Authority," New Solutions 21, 47 -- 81
2) Fang, D., Wilsey-Wisniewski, S.J., & Bednash, G.D. (2006). 2005-2006 enrollment and graduations in baccalaureate and graduate programs in nursing. Washington, DC: American Association of Colleges of Nursing
3) Levsey, K.R., Campbell, D., & Green, A. (2007). Yesterday, Today, and Tomorrow; Challenges in Securing Federal Support for Graduate Nurses. Journal of Nursing Education, 46(4), 176-183
4) Lucia, Patricia R.; Otto, Tammy E.; Palmier, Patrick A. (2009). "Chapter 1
Employee ights / Safety
Employee ights and Safety: A Case Study
The individual in question is now out of a job, due mainly to circumstances that were out of her control. Yes, it is imperative for an organization to punish those who break its policies. Yet, where is the evidence in this case that point to the individual in question? Although the organization she worked for had the right to take action against the employee who had brought the drugs into the facility, its mass layoffs and coerced lie detector tests create a situation where the individual in question was wrongfully terminated.
The organization was essentially acting in a reaction to the presence of drugs within its facility. According to the general rule for employment, the organization believed it had the right to terminate the individual in question based on the concept of employment-at will. This concept is…
Frank & Breslow. (2000). Employment-at-will. LaborLaws.com. Retrieved January 26, 2012 from http://laborlaws.com/block4/item414/
Muhl, Charles J. (2001). The employment-at-will doctrine: Three major exceptions. Monthly Labor Review. 3-12. Retrieved January 26, 2012 from http://www.bls.gov/opub/mlr/2001/01/art1full.pdf
OHS Health and Safety Services, Inc. (2012). California. Drug Testing Laws for All U.S. States. Retrieved January 26, 2012 from http://www.ohsinc.com/laws_state_drug_testing_laws_said.htm
U.S. Department of Labor. (2012). Employment and training administration fact sheet. Doleta.Gov. Retrieved January 26, 2012 from http://www.doleta.gov/programs/factsht/warn.htm
The objective of this study is to read the case Deal V. Spears United States Court Of Appeals, Eighth Circuit, 980 F. 2D 1153 (1992) and to answer the questions of whether it is lawful to monitor the telephone conversation of an employee if the employee has given prior consent and to answer if in this case whether Deal give her employer consent in this case? This study will additionally examine whether due to the recent burglary of the store, whether the employer had a legitimate business reason to record and review the employee's phone calls made or received at work. Finally, this study will consider what, under the Watkins precedent, is the extent to which an employer can monitor personal phone calls to employees within the ordinary course of business exemption of the federal wiretapping law where is no evidence of express consent here.
Deal V. Spears United States Court Of Appeals, Eighth Circuit, 980 F. 2D 1153 (1992)
However, it has been a struggle to make employees view that these employee feedback programs are not just a tool for the companies to comply with has been a losing battle eports 12.
The good news of the matter is that these employee feedback programs provide duly needed positive and negative feedback which helps the management re-strategize their decision making process.
Organizational culture and employee feedback programs
The culture of the organization must at the same time reflect these employee feedback programs Gupta, Govindarajan and Malhotra 206.
Organizational culture is the personality that is exhibited by an organization through its employees. Members of the organization slowly come to sense this culture and try their best to express it in their actions in various situations. There are several effects of an organization's culture. These include influencing the technologies applied, image of the organization to the public, strategies, services and products of…
Bogardus, A. Phr / Sphr Professional in Human Resources Certification Study Guide. New York: John Wiley & Sons, 2009. Print.
Earl, Joanne, Melissa Dunn Lampe, and Andrew Buksin. "What to Do with Employee Survey Results." Gallup Management Journal (2008). Print.
Gomez-Mejia, L.R., D.B. Balkin, and R.L. Cardy. Managing Human Resources. London: Pearson/Prentice Hall, 2009. Print.
Gupta, Anil K., Vijay Govindarajan, and Ayesha Malhotra. "Feedback-Seeking Behavior within Multinational Corporations." Strategic Management Journal 20.3 (1999): 205-22. Print.
Employee Handbook Privacy Section
ABC Widget Company: Employee Handbook Privacy Section
What privacy rights issues should be addressed?
In the Age of Information, there are increasing concerns being voiced about what can legitimately be expected to be kept private, and how these issues affect employees' rights in the workplace. According to Hayden, Hendricks and Novak (1990, most adults spend approximately one-half of their waking hours in the workplace today, and it is therefore not surprising that employment practices affect a broad range of privacy rights. With the sole exception of polygraph ("lie-detector") testing, there are not many areas of workplace activities that are addressed by the U.S. Constitution or national privacy laws. As a result, employers in the United States have a great deal of flexibility in collecting data on their employees, regulating their access to personnel files, and disclosing the contents of employee files to those outside the organization.…
Backer, T.E. & O'Hara, K.B. (1991). Organizational change and drug-free workplaces:
Templates for success. New York: Quorum Books.
Hayden, T., Hendricks, E. & Novik, J.D. (1990). Your right to privacy: A basic guide to legal rights in an information society. Carbondale, IL: Southern Illinois University Press.
Muhl, C.J. (2003). Workplace E-Mail and Internet Use: Employees and Employers Beware An
Employee E-Mail and Internet Privacy Policies
The increased usage of the Internet and e-mail has changed the way companies do business. Nearly instantaneous communication can take place globally. Information on a countless number of topics can now be accessed from anywhere around the world. These technological developments have not only helped employees increase their efficiencies, but also has given them a new means of distraction from their duties. For this reason, many companies have developed e-mail and Internet policies.
At my job, our e-mail policy states that e-mails should not include illegal or libelous statements. E-mail is to be used for business purposes only and e-mail communications are the property of the company. For this reason, the company may access sent and received from work computers at any time, this includes deleted e-mails that are stored on the company's servers. The Internet policy is similar in that the Internet is…
Fact sheet 7: Workplace privacy and employee monitoring. (2010). Retrieved 6 Dec 2010, from http://www.privacyrights.org/fs/fs7-work.htm #4a.
Privacy rights of employees using workplace computers in California. (2010). Retrieved 6 Dec 2010, from http://www.privacyrights.org/ar/employees-rights.htm .
On the other hand, the comparative value of the real-time presentation must be considered in relation to the potential technical issues involved. Specifically, whereas pre-recorded presentations and self-directed learning online training programs can be tested and perfected in advance to ensure there are no technical problems with delivery, that is not necessarily the case with real-time presentations, especially those involving two-way communications. No matter how much preparation and troubleshooting is conducted in advance, live two-way presentations are notoriously susceptible to technical problems that can interfere with planning and lesson delivery. Moreover, the more computer terminals and office locations involved, the greater that potential for difficulties in execution.
Beyond technical delivery-of-training issues, other anticipated potential problems associated with online employee training include lower levels of individual engagement and reduced opportunity for meaningful interpersonal exchanges. In that regard, even the best corporate instructors cannot implement all of the same teaching…
Leader-Chivee, L., Booz Allen, H., and Cowan, E. "Networking the Way to Success: Online Social Networks for Workplace and Competitive Advantage." Journal of People & Strategy. Vol. 31, No. 3 (2008): 27 -- 45.
Robbins, S.P. And Judge, T.A. (2009). Organizational Behavior. Upper Saddle River,
NJ: Prentice Hall.
Stevens, B. "Corporate Ethical Codes: Effective Instruments for Influencing Behavior."
This will prevent visitation to illicit websites such as pornographic and gambling websites; prevent usage of ecommerce sites such as Amazon or Ebay; or to prevent the use of general recreational or social sites such as Facebook and Myspace. Other companies may elect, with all legal protection, to prevent any web navigation beyond those sites which are essential to conducting business.
hy do companies implement e-mail and Internet use policies?
Most companies determine to use such monitoring policies based on the calculated view that the loss of privacy will promote greater workplace efficiency by discouraging inappropriate use of company resources and time. Among the reasons supplied for using email and web-use monitoring, the text by iBrief (2001) offers the needs to preserve the company's professional reputation, the maintenance of employee productivity, preventing sexual harassment or cyberstalking, preventing defamation, preventing illegal company disclosure and preventing copyright infringement. (iBrief, 1)
iBrief. (2001) Monitoring Employee E-Mail: Efficient Workplaces Vs. Employee Privacy. Duke L. & Technology Review, 26.
Privacy Rights Clearinghouse (PRC). (2009). Fact Sheet 7: Workplace Privacy and Employee Monitoring. Privacy Rights.org. Online at http://www.privacyrights.org/fs/fs7-work.htm
Employee Satisfaction with a Company's Review Process
The following research examines the reason for a decline in employee satisfaction regarding the review process at XYZ, Inc. The results of the survey revealed that sample biases may have confounded the results and that the survey will have to be re-administered to reflect the true attitudes and results of the preliminary research leading up to the current survey. The result showed a high degree of satisfaction with the quality and quantity of management feedback. The results of this survey are inconclusive and further research will need to be conducted to eliminate the possible effects of sample bias.
Delimitations (See Leedy)
A. Literature Review
C. General Management Issues
D. Project Related Issues
F. Definition of Terms
H. Project Submission…
This could be construed as a part of the atmosphere that exists in the work place. At which point, entity / individual can sue the employer for violating the law, by not properly monitoring their employees' email and internet activities. ("Workplace Privacy and Employee Monitoring" 2010)
However, a larger concern that employers have is any email sent to someone by an employee can become a problem for them in the future. Where, an employee may tell a customer something in an email, then delete it and deny they said anything. The problem for the employer is that email correspondence can be retrieved later on, after the person has deleted the email. This can be used as evidence that the company knowingly knew what was occurring, because of the email record. If there were any kind of laws broken, law enforcement has a right to view all email correspondence with a…
Work Place Privacy and Employee Monitoring. (2010). Retrieved March 7, 2010 from Privacy Rights website:
Saunders, K. (2003). Practical Internet Law for Business. Boston, MA: Artech House.
Lastly, Cummings and Worley (2007) surmise that employee involvement can also "improve capabilities of employees thus enabling them to perform better" (p. 353). The authors give the example that when organizations wish to increase their employee participation in decision making, this strategy must be accompanied by skill training in communication and group problem solving (p. 353).
All three of these facets improve employee satisfaction and well-being, due to an improved work environment and a more rewarding job. In a cyclical nature, improved productivity also increases satisfaction, especially when there are greater rewards associated with this increased productivity. Improved employee satisfaction, that's a result of employee involvement strategies and increased productivity, can have a secondary impact on the organization. This high level of employee satisfaction can further positively affect productivity by attracting the best employees and help ensure the retention of these valuable organizational resources (Cummings and Worley, 2007, p.…
Cummings, T.G., & Worley, C.G. (2007). Organization Development and Change (8th ed.). s.l.: Academic Internet Publ.
Rosso, a. (Oct 2010). "Awakening corporate soul." Collector, 76(3). p. 18-20.
The influence of employee involvement on productivity: A review of research -- June 2000. (22 Jun 2006). Retrieved December 6, 2010, from http://www.hrsdc.gc.ca/eng/cs/sp/hrsd/prc/publications/research/2000-002584/page03.shtml.
Wolf, E. & Zwick, T. (Apr 2008). "Reassessing the productivity impact of employee involvement and financial incentives." Schmalenbach Business Review, 60(2). o. 160-181.
Industrial Conflicts and Collective Disputes:
Efficient and good industrial relations are usually dependent on the consistent, just and reasonable treatment as well as participation of the staff in issues and decisions that have an impact on them. The ideological framework of industrial relations involves the maintenance and enhancement of human resources procedures and policies. This framework of industrial relations also ensures that there is unbiased and consistent application of joint and consultative agreements. In this case, it includes the approved procedures of tackling disputes, grievances and issues regarding discipline. Industrial conflict basically refers to all the expressions of displeasure in the employment relationship particularly those that are related to employment contract and the effort bargain.
This type of conflict can also be defined as a pulling out from work by a group of employees or the rejection by employers to permit employees to work (Prit, 2008). The major…
Gernigon, B, Odero, A & Guido, H (2000), 'ILO Principles Concerning Collective Bargaining,'
International Labour Review, vol. 139, no. 1, viewed 4 June 2011,
Industrial Relations -- Naukrihub.com (n.d.), Collective Bargaining Process, Industrial Relations
-- Naukrihub.com, viewed 4 June 2011,
The Person/Environment Dynamics of Employee Empowerment: An Organizational Culture Analysis"
According to this article by Pennie Foster-Fishman and Christopher Keys, participatory management is becoming more common, where innovative service delivery and staff empowerment are becoming increasingly important in management. The article examines a human service agency specifically, entitled SERVE. Among the goals of serve included the objective to strengthen "the voice of frontline staff in agency decision making and policy formation." The administrators believed that this organizational approach would be an effective means of increasing employee morale and organizational effectiveness (Foster-Fishman, 1997).
In this particular instance, the employee empowerment initiative occurred within a public bureaucracy, where typically efforts to empower employees fail due to strict cultural features. Empowerment, defined by this article represents "the process of gaining influence over events and outcomes of importance to an individual or group" (Foster-Fisman, 1997). According to the article, the primary purpose…
Byrnes, P., Choi, L., Fegan, F., Miller, R. & Petter, J. "Dimensions and Patterns in Employee Empowerment: Assessing What Matters to Street-Level Bureaucrats." Journal of Public Administration Research and Theory, Vol. 12, 2002.
Foster-Fishman, P., Keys, Christopher B. "The Person/Environment Dynamics of Employee Empowerment: An Organizational Culture Analysis" American Journal of Community Psychology, Vol. 25, 1997
Nathan, J. "Empowerment as a Workplace Strategy in Small Business." Review of Business, Vol. 15, 1993
Ramos, E.L., & Tseo, George K.Y. "Employee Empowerment: Solution to A Burgeoning Crisis?" Challenge, Vol. 38, 1995
The Navy's HM strength lies in both its employee selection process and criteria and performance appraisal management program. However, these processes are not without their inherent weaknesses. While ideally, employee selection processes should be objectively conducted through job analysis, it is inevitable that HM personnel will have to depend on both objective measures and intuitive judgment (i.e., based on their experience screening applicants for the organization) to screen and determine the suitability of each applicant for the position. Fortunately, "A school" will ultimately determine the applicant's fit in both the job s/he is chosen for and the organization that is the U.S. Navy. However, to minimize the errors in the process and analysis, it is suggested that the HM should quantitatively determine the minimum mandatory requirements that will help them assess who is the most suitable candidate given that HM needs to screen numerous applicants and must come up with…
Armstrong, T. (2006). "Current recruitment and selection practices: a national survey of Fortune 100 firms." North American Journal of Psychology, Vol. 8, No. 3.
Bohlander, G. And S. Snell. (2010). Managing Human Resources. OH: South-Western Cengage Learning.
Bourne, M. And Borman, W. (2006). "Development of New Navy Performance Rating Scales and Counseling Procedures)." Available at: www.internationalmta.org/Documents/2006/2006019T.pdf
"Navy's Total Force Vision for the 21st Century." (2010). Published by the Department of the Navy Human Capital Strategy.
Employees that wish to work in healthy environments are likely to be more motivated, and workers who are encouraged to be healthy will enjoy their work more, and become more productive.
"Some say it may be more effective just to award employees cash and prizes for weight loss rather than devote resources to long-term wellness programs" (Obesity, 2008, Consumer Affairs). However, this would seem to unjustly penalize poorer workers, as workers with "limited economic means may not have the ability to pay for gym memberships, smoking cessation drugs, or more nutritious food. Indeed, data from several studies confirm that those in lower socioeconomic classes have poorer smoking cessation rates and diets with less whole grains, lean meats and fresh fruits and vegetables" (Mhurchu 2010). Less affluent workers are less likely to work for companies like Google that provide amenities like on-site gyms or even gym memberships. Ironically, workers who are…
Capretta, Peter; Karen Davenport; Kevin Pho; Arthur Caplan; Gary Charness; & Uri Gneezy. (2010,
June 14l). Should people be paid to stay healthy? The New York Times. Retrieved February 27, 2011 at http://roomfordebate.blogs.nytimes.com/2010/06/14/should-people-be-paid-to-stay-healthy/
The Google Culture. (2010). Google. Retrieved February 27, 2011 at http://www.google.com/corporate/culture.html
Mhurchu, Cliona Ni; Louise M. Aston, & Susan a. Jebb. (2010, February 10). Effects of worksite health promotion interventions on employee diets: a systematic review. BMC Public
Employers may unequivocally monitor any message that utilizes company-provided email" (Sherman, 2007, pg. 649). Problems arise when the employer attempts other methods monitoring as Sherman notes; "The law is not clear, however, when an employer accesses an employee's webmail" (Sherman, pg. 649). Similar to the Deal v Spears case, the employer must take certain precautions in order to secure the right of monitoring. Many companies have developed policies and guidelines that are communicated to the employee in order to meet those requirements, but there are plenty of employee rights organizations that worry about infringement of employee privacy.
As technology can afford anonymity so to can it provide evidence that see through such anonymity. Thomas Jefferson once wrote; "Laws and institutions must go hand in hand with the progress of the human mind. As that becomes more developed, more enlightened, as new discoveries are made... And opinions change with the change…
Foley, J.P. (ed.); (1900) the Jeffersonian cyclopedia: A comprehensive collection of the views of Thomas Jefferson, pg. 726
Sherman, M.A.; (2007) Webmail at work: The case for protection against employer monitoring, Touro Law Review, Vol. 23, No. 3, pp. 647-683
United States Court of Appeals; (1992) Sibbie Deal; Calvin Lucas, Appellees v. Newell Spears; Juanita Spears, doing business as White Oak Package Store, Appellants, 980 F.2d 1153, 61 USLW 2353, 8 IER Cases 105
Williams, K.R.; (2008) Protecting what you thought was yours: Expanding employee privacy to protect the attorney-client privilege from employer computer monitoring, Ohio State Law Journal, Vol. 69, No. 2, pp. 347-390
The future that is fast heading our way is often thought to be associated with creative technologies and businesses that do online services. But this is definitely not the full picture. Many traditional businesses are also being impacted in regard to what will be expected about some of their core operations, including in regard to how they treat and motivate their employees. Basic manufacturing is no different. In order for companies like ours to be ready for the future, we have to look seriously at the ways in which we recruit employees and keep them here once they sign on. With 120 employees whose skills encompass a broad range of talents -- some basic skills others tied to quite sophisticated technological abilities -- we have the chance to position ourselves to be ahead of the curve as the entire field of payment, rewards and recognitions is examined yet…
Barton, H. And Laux, J. (2010). Executive pay inefficiencies in the financial sector. The Journal of Applied Business Research. Vol. 26, No. 4.
Carpenter, S. (2007). Design the right compensation plan for your business. Entrepreneur. Retrievable from http://www.entrepreneurship.org/en/resource-center/design-the-right-compensation-plan-for-your-business.aspx .
CompuData Surveys (2009). The real effects of today's economy on the manufacturing industry. Retrievable from http://www.compdatasurveys.com/Files/News/Manufacturing%20Whitepaper.pdf .
Scott, D. And McMullan, D. (2010). The impact of rewards programs on employee engagement. WorldatWork. Retrievable from http://www.worldatwork.org/waw/adimLink?id=39032 .
Effecting Employee Loyalty
As CEO of a company I would expect employee loyalty and promote it by ensuring that 1) we are all on the same page -- and that 2) it was a page everyone wanted to be on. Chet Holmes reminds his readers that "building rapport" is one of the most crucial elements of doing business with anyone, whether clients or employees (Holmes 60). A CEO should see himself less as an authoritative tyrant and more as a father who cares for his children, his employees. To ensure that "rapport" is built and that everyone is on the same page, I would follow Holmes' advice once more by holding weekly scheduled meetings with individual teams. This paper will discuss why rapport is crucial and why meetings help establish it.
Happy employees are those who love their job. They feel as though their own personal goals are…
Holmes, Chet. The Ultimate Sales Machine. NY: Penguin, 2007. Print.
Employee Relations Plan: Starbucks, Inc.
Most companies assert to prospective employees that the corporation offers excellent benefits and a good salary. But few corporations make such assertions part of its corporate, core mission statement. According to Starbucks, the motto of the international, Seattle-based coffee company is that "Our success depends on your success." This statement is not simply directed at Starbuck's customers, but to its employees as well. (Starbucks, "Job Center," Official ebsite, 2004)
hat does this effusive corporate motto and mission statement really mean? Starbucks is unique as a franchise restaurant in that it offers a variety of employment opportunities, such as retail store manager, as advertised upon the Internet. Despite jokes about the shame being a barista after graduating from a prestigious university, the Starbucks Support Center in Seattle credibly offers "career opportunities span a wide range of functions and departments, including not only openings behind the coffee…
Starbucks (2004) "Community Relations." Retrieved on August 18, 2004 at Retrieved on August 18, 2004 at http://www.starbucks.com/aboutus/csr.asp
Starbucks. (2004). "Job Center." Official Website. Retrieved on August 18, 2004 at http://www.starbucks.com/aboutus/jobcenter.asp
Starbucks. (2004) "Mission Statement." Official Website. Retrieved on August 18, 2004 at http://www.starbucks.com/aboutus/environment.asp .
Starbucks. (2004). "Starbucks Coffee International." Retrieved on August 18, 2004 at http://www.starbucks.com/aboutus/international.asp
Employee elation Plan
The first question that has to be considered is the objective of any employee relations program. This is generally listed out in a document that is circulated among all the staff as they are supposed to follow it. This involves certain laws, regulations and case laws, and has to be viewed as governing the policy of the organization including the required management delegations for the administration of the employee relations program. In general this defines the policy through which management officials along with the employee relations staff are expected to follow and the actions they are expected to take for ensuring the correct performance or resolve conduct problems among the employees. (Employee elations Program) One of the biggest problems of today is regarding harassing, violent and/or threatening behavior in the work environment. This has become a major problem in the American workplace today.
Harassment takes various forms…
About the Program" (2004) Retrieved at http://cper.berkeley.edu/program/index.html . Accessed on 25 August, 2004
BPA Program. (2000) "Employee Relations Program" Retrieved at http://www.bpa.gov/EBR/BPAManual/chapters/400-700A.doc . Accessed on 25 August, 2004
Collins, Kathy. (April 17, 2000) "Measurement Drives Employee Relations Program at GM" PR and Marketing Network" Retrieved at http://www.prandmarketing.com/pr/prn0417measure.htm . Accessed on 25 August, 2004
Employee Relations" Retrieved at http://www.enr.state.nc.us/hr/html/employeerelations.html . Accessed on 25 August, 2004
" (U.S. Department of Health and Human Services, nd) Key provisions of the standards include protection in the areas of: (1) access to medical records; (2) notice of privacy practices; (3) limits on uses of personal medical information; (4) prohibition on marketing; (5) strong state laws; (6) confidential communications; and (7) complaints. (U.S. Department of Health and Human Services, nd)
III. EMPLOYEE RETIREMENT INCOME SECURITY ACT (ERISA)
The Employee Retirement Income Security Act (ERISA) is a federal law that places standards that are minimum to be met for "most voluntarily established pensions and health plans in private industry to provide protection for individuals in these plans." (U.S. Department of Labor, 2008) the requirements of ERISA include the provision of plan information and fiduciary responsibilities to participants and makes a requirement of establishment of "a grievance and appeals process for participants to get benefits from their plans; and gives participants the…
Employee Retirement Income Security Act - ERISA (2008) U.S. Department of Labor - Health Plans and Benefits. 19 Jan 2008. Online available at http://www.dol.gov/dol/topic/health-plans/erisa.htm
Office for Civil Rights - HIPAA (nd) U.S. Department of Health & Human Services. Online available at http://www.hhs.gov/ocr/hipaa/bkgrnd.html
Protecting the Privacy of Patient's Health Information (2003) U.S. Department of Health & Human Services 14 Apr 2003. Online available at http://www.hhs.gov/news/facts/privacy.html
Public Law 104-191 (1996) Health Insurance Portability and Accountability Act of 1996. 104th Congress. Online available at http://aspe.hhs.gov/admnsimp/pl104191.htm
Once an interaction has been made which eventually resulted for the employee to voice out his/her grievances or complaints over the management or against his/her co-workers, then the real problem will be discussed thoroughly. The H people can now sit down and analyze the root cause of the problem, how it can be solved and what things should be done.
Asking for behavior change.
At this stage, it is assumed that the complaint has been evaluated and found to be valid and reasonable. If the compliant is more of a personal compliant where one employee is uncomfortable with the manners or with the way his/her co-worker's work, then the H personnel can now decide of a behavior change is really necessary. If it essential, then the H personnel can establish the next course of action which will be coursed thru the immediate supervisor of the person concerned. It must be…
Franklin, D. (2000).
Talk to me. Credit Union Management, 23 (10), 42-45.Mendleson, Jack L. And Ettkin, Larry (Spring 1985), "Training Managers to Communicate in Difficult Situations," Management Quarterly, pp. 3344.
Harlos, K.P. (2001). When organizational voice systems fail: More on the deaf-ear syndrome. The Journal of Applied Behavioral Science, 37 (3), 324-342.
Hendriks, E. (2000).
I am taking a course in employer and labor relations and feel I may be able to help you out in the stated situation. Employment laws do not specifically state anything against employee dissention or workplace politics. Employers have limited rights in these situations unless here is a written policy setting limits on workplace politics. If you feel that Sue Mee is engaging in activities which are threaten productivity and creating a hostile working environment, it is important to confront her and open channels of communication with the staff.
I am afraid, Sue Mee is right when she states that without employment contracts management has increased powers to fire an employee. Employment contracts limit an employer's power over termination of employees but they need not always be in written form. If you feel that there exists an unwritten employment contract in the firm, you can convince the employees…
cannot automatically assume his or her right to serve. And even the American with Disabilities Act allows that all employers cannot necessarily accommodate all conditions, of all employees.
The eyco website, in response to criticism, defended its position, stating that smoking employees of Michigan businesses each drained their companies, and thus shareholders and fellow workers as well as company owners, of an additional $4,000 a year in absenteeism, medical benefits and the earnings that are lost to sickness and premature death. (McConnell, 2005) but handicapped employees who can still do their jobs effectively cannot be discriminated against, nor can an employee with a predisposition, genetically, to cancer, be excluded from an employee health care policy simply because he or she is more costly.
Again, these costs are not choices like smoking. But federal laws protect workers with conditions such as obesity and alcoholism, where there is at least some 'choice'…
McConnell, Beth. (8 Feb 2005) "Fired smokers, state senator protest Weyco policy." SHRM. Retrieved 9 Feb 2005 at http://www.shrm.org/hrnews_published/CMS_011315.asp#P-11_0
Weyers, Howard. (25 Jan 2005) "Why Weyer is Serious about Smoking?" Weyer Official website. Weyer News. Retrieved 9 Feb 2005 at http://www.weyco.com/web/company/news/012520050002.jsp
Employee Empowerment and Price Penetration
ecent developments in the world of business offer strong examples of employee empowerment culture and penetration pricing.
Cultivating a culture of employee empowerment can increase a company's agility by freeing employees from the constraints of top-down bureaucratic decision making and decreasing the time it takes to identify and resolve customer problems. Electronics retail giant Best Buy's Twelpforce is an example of an employee empowerment concept that involves harnessing the power of online social media to identify and address customer service issues.
Customers often vent their frustrations concerning products and services online via social networking media. Twelpforce is a group of more than 2,500 Best Buy employees who have access to an employee-developed system that monitors social media feeds like Twitter and Facebook and alters the group members to posts that mention Best Buy. Twelpforce members are in positions throughout the company and around the nation.…
Bernoff, J., & Schadler, T. (2010). Empowered. Harvard Business Review, 88(7/8), 94-101.
Furtwengler, D. (2011, February 7). Penetration pricing: Good strategy or self-inflicted wound? Retrieved from http://www.retailcustomerexperience.com/blog/5401/Penetration
Gallagher, D. (2011, March 2). Wall Street analyst breaks down iPad price advantage. Wall Street Journal. Retrieved from http://online.wsj.com/article/BT-CO-20110302-710065.html
Four of the former workers have been accepted on lung transplant lists, and doctors say that some are functioning on less than a third of a working lung (Armour pp).
The eight workers with severe lung disease had worked in the microwave-popcorn packaging or mixing areas, which are connected by doors, where salt, soybean oil and flavorings are blended into a heated tank (Armour pp). According to NIOSH employees who worked in the microwave popcorn production inhaled higher concentrations of butter flavoring, and seem to have more breathing problems than employees who worked in offices or packaging (Armour pp).
During 1992 through 2000, NIOSH investigated another microwave popcorn factory in Missouri and found similar findings (Fixed pp). This report indicated that an estimated 133% of the 425 former workers had been mixers, 276 or 65% had worked in microwave packaging, and 32% or 136 had worked in other areas of…
Armour, Stephanie. "Is butter flavoring ruining popcorn workers' lungs?"
USA Today. June 19, 2002. Retrieved September 20, 2005 at http://www.usatoday.com/money/general/2002/06/20/popcorn-factory.htm
Fixed Obstructive Lung Disease in Workers at a Microwave Popcorn Factory:
Missouri, 2000 -- 2002. Retrieved September 20, 2005 at http://www.cdc.gov/mmwr/preview/mmwrhtml/mm5116a2.htm
Employee cohesiveness is extremely important to Microsoft. On the company's website, its Human Resources specialist states: "Come to Microsoft because you want to be part of the team and the mission of this company. Don't come if you're a mercenary. e don't have people here who punch the clock just for the paycheck; they really want to drive the mission forward, work with great people, and have an impact" ("Employee Profile: David -- HR General Manager," 2006, Careers -- United States Microsoft ebsite). It is everyone's duty to get along at Microsoft, thus complaints are handled in a way that attempts to broach differences and stifle disagreements before they become outright arguments.
Employee Profile: David -- HR General Manager." (2006). Careers -- United States
Microsoft ebsite. Retrieved 28 Jan 2006 at http://members.microsoft.com/careers/epdb/profileDetailPage.aspx?profileID=107
Pride in Diversity: An Overview." (2006). Microsoft ebsite. Retrieved 28 Jan 2006 at http://members.microsoft.com/careers/mslife/diversepride/default.mspx
Employee Profile: David -- HR General Manager." (2006). Careers -- United States
Microsoft Website. Retrieved 28 Jan 2006 at http://members.microsoft.com/careers/epdb/profileDetailPage.aspx?profileID=107
Pride in Diversity: An Overview." (2006). Microsoft Website. Retrieved 28 Jan 2006 at http://members.microsoft.com/careers/mslife/diversepride/default.mspx
When setting up and maintaining the human resource files, confidentiality and privacy are always significant at workplace. Today most organizations are taking different steps of ensuring that the information within the organization remains confidential and private, however employees on the other hand are seen not to be concerned of this, therefore it is the work of the top managers to make their employees understand the importance of keeping files such as the human resource files as confidential. The human resources professionals should prevent misuse of personal information by safely storing them to avoid unauthorized access. Maintaining confidentiality of information in organization does not only protect the company from the legal hassles, but it improves the productivity of the employee while providing them with a safer working environment and security (Dogra, 2012).
Maintaining privacy and confidentiality for human resource files is important for varied reasons this is because, it…
Dogra, A. (2012). Confidentiality in the Workplace. Buzzle. Retrieved December 7, 2012, from http://www.buzzle.com/articles/confidentiality-in-the-workplace.html
ACAS (2012). Recruitment and selection Promoting employment relations and HR excellence Retrieved December 7, 2012, from http://www.acas.org.uk/index.aspx?articleid=746
Employee ecruitment and Selection
In basic terms, the behavioral interview model seeks to determine how interviewees respond to various challenges and situations. In that regard, questions likely to be asked in a behavioral interview have got to do with how the said interviewees have responded to specific situations in the past. In this text, I use the behavioral interviewing model to formulate a number of interview questions. The appropriateness and legality of the questions will also be taken into consideration.
The Behavioral Interviewing Model: Examples of Interview Questions
All the questions highlighted below seek to find out how interviewees handled specific situations in the past.
Give us an example of an instance where you disagreed with a colleague at work and how you handled the disagreement.
Tell us of a scenario where you were called upon to be an agent of change and how you went…
Laton, D. (2006). Developing Positive Workplace Skills and Attitudes. Raleigh, N.C: Lulu.