...EMC CONFRONTS HARASSMENT CHARGES Kaplan University MT203: Human Resources Management Prof: Paulette Howlett December 20, 2011 EMC CONFRONTS HARASSMENT CHARGES The case states that there were lawsuits filed on behalf of women employees against EMC Corporation claiming that the company discriminate against women. The complaints state that the company alleges demeaning sexual comments, company-paid trips to strip clubs and retaliation against women who complained. The firm gathered 30 sworn affidavits from women supporting allegations that the work-place was hostile and discriminatory. Some more information from the case is that the company also fails to promote women of the same experience compared to male employee and those women employees were paid lower wages. The textbook states that sexual harassment is an unwelcome discrimination. Sexual harassment can be sexual advances, sexual favors, and any other verbal or physical contact. A sexual nature constitute sexual harassment when either “explicitly or implicitly a term or condition of an individual employment”. (Noe, Hollenbeck, Gerhart, & Wright, 2009). In this case according to the complaints that the women filed there where sexual comment, company paid trip to strip club and retaliation toward women who complain. This is just one form of sexual harassment that goes on in a workplace in the United States. EMC violates the Equal Employment Opportunity Commission (EEOC). The law that was...
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...Managing Talent: General Motors’ Commitment to Diversity Sophia Laing Kaplan University Mt203: Human Resources Management – 02 Dr Dana Williams January 20, 2014 General Motors the automobile giant had problems within its’ company where equal employment opportunities (EEO) were not practised. This resulted in the women and the minorities making complaints to the Equal Employment Opportunity Commision (EEOC) about the disparate treatment that they encounter and the need for something to be done. Such discrimination was evident in the 1980’s and as a result of the complaints, a settlement of $42.4 million dollars was reached between the EEOC and General Motors. Complying with the rules of the EEOC meant that General Motors would therefore place more emphasis and value on promoting diversity within its company thereby eliminating any form of discrimination. The EEOC is responsible for enforcing most of the EEO laws, (Gerhart, Hollenbeck, et.al, 2009). Question 1. Of the activities and accomplishments described in this case, which does General Motors need to do in order to meet legal requirements? Which go beyond legal requirements? General Motors took a step in the right direction when they presented more opportunities for women and minorities. Legally, their only legal obligation is not to discriminate based on an individual’s sex, color, race, religion, and national origin (Gerhart, Hollenbeck, et.al, 2009). Did they have to promote so many women executives? No, they...
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...Walmart Case Study Perla L. Rodriguez MT203-02 December 22, 2014 Introduction Walmart is the world’s biggest private employer as well as the world’s largest company by revenue. Walmart has established guidelines for setting the pay for employees ranging from their CEO to the store-level employees. Those guidelines however, vary widely when determining incentives for the different employees. CEO Compensation Mike Duke is the Chief Executive Officer for Walmart Stores and is highly paid due to his many responsibilities. Duke’s pay consists of a base salary of $1.3 million, stock awards worth $13.1 million, and a cash bonus of $2.9 million. Duke’s incentive pay is determined by the overall performance of stores on a yearly basis. Hourly-employee Compensation For hourly-employees, compensation is very different from Duke’s. On average, a Walmart hourly-employee is paid $12.40 per hour. Full-time Walmart employees make an average of $25,800 annually, and while still eligible for incentive pay, the scale for them is much smaller. These employees are no longer eligible for profit sharing incentives, but are however, eligible for quarterly and annual bonuses. Impact of Incentive Pay Walmart’s approach to incentive pay does not make business sense. Walmart is choosing to overcompensate its CEO, while not doing the same for its hourly employees. Although the CEO is the one running the company and implementing new ideas, ultimately, it is the employees working at the...
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...Running Head: Managing Talent Case Study MT203- 01 Unit 4 Assignment Human Resource and Management October 19, 2015 Professor Maria Minor 1. What conclusions can you draw about the supply of and demand for labor at Yahoo? The conclusion about the supply would be for Yahoo to try to continue to do what they were doing when the old internet of Yahoo when business was booming but little twist to getting involved in the new internet. The twist of getting the new internet into their business would be the demand of their supply. Something that can attract the new generation especially since it’s all about the internet and the new technology. I also think that Yahoo should partner with other investors that will help advertise their business. Example would be like Samsung and Amazon Fire use google or have the google app already on their devices. So going into business with another company/investor can also help them as well. 2. What actions might Yahoo take to strengthen its internal recruiting? How might these efforts support Yahoo’s corporate strategy? Some actions that yahoo can take to strengthen its internal recruiting would be to advance in careers and to have the employees share their ideas. It states that Yahoo is seeking pathways for growth so since the employees already have an idea of what the company is expecting or may need; maybe promoting someone into office and having them share their ideas on what the company needs can strengthen the company...
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...MANAGING TALENT: How Wal-Mart IS Setting Pay at the Top…and Bottom Monique Drawhorn Kaplan University MT203: Human Resources Management – 02 Maria Minor December 29, 2015 Introduction The compensation companies offer their CEO is far grater then the wages paid to the average employee. Wal-Mart is no different in that aspect. There are a wide variety of performance incentives a company can offer to its employees and higher echalons of the organization. The Human Resources department is responsible for communicating the company’s compensation packages. Review/Analysis of the Case There is a huge gap between the incentive pay a CEO receives and the incentive pay of low-level employees. Wal-Mart’s CEO, Mike Duke, in 2011 received a base salary of $1.3 million, $13.1 million in stock awards, and $2.9 million in cash bonuses. While the average Wal-Mart employee earns $12.40 per hour. On average a full time employee earns $25,800 per year. The low-level employee is eligible for quarterly and annual bonuses, health insurance, and matching 401(k). This massive pay gap is large due to the fact that a company’s CEO has such a huge impact on the company’s overall performance verses low-level employees. Companies need to develop incentive plans for executives, so that the executives stay commited and engaged in cultivating the companies success (Noe, R., 2013). How Wal-Mart’s store workers feel about the difference between their compensation...
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...General Motors: Managing Diversity Della Patterson Kaplan University MT203: Human Resources Management – 02 Professor Paulette Howlett February 11, 2014 Introduction General Motors has made tremendous progress towards diversity. It is sad to say that it took a lawsuit for them to get with reality. General Motors took the right step when they included diversity into such well know business. General Motor added females in their upper management. If General Motors human resource management whould have followed the EEOC regulations, the lawsuit could have been avoided. The Human Resource Department should have consider who they were hiring. It is that department responsibility of obeying with laws according to the EEOC. When GM decided that they were going to pomote and hire whom they wanted, it became a problem. Someone realize that they bein treated unfairly and refused to follow the law. At some organizations the selection process may focus on specific skills, such as experience with a particular programming language or type of equipment. (Noe 8) Rule of thumb that finds evidence of potential discrimination if an organization’s hiring rate for a minority group is less than four-fifths the hiring rate for the majority group. (Noe 7) Of course they are happy to be excepted. People are more at ease and can function better when they do not have to pretend to be someone that are not. People are free when they can be themselves. Dr. Nelson uses a similar example...
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...Running head: Thinking Ethically Thinking Ethically Lillian Castro Kaplan University MT203: Human Resources Management Andrew Toussaint May 26, 2012 Thinking Ethically Introduction Throughout this case study from the chapter 9 reading I will be discussing the issues related to mentoring, ethics, and succession planning. I for one strongly believe that ethical behavior is strongly important no matter where you are, but it is even more important when you work for an organization to develop and adhere to the ethical code of conduct and stick to it with consistency throughout the organization no matter what position you hold, from the highest most executive to the lowest of employees. Without the use ethical code of conduct any organization is doomed to have a future problems that will ultimately fail because the ethical code of conduct is overlooked. Review/Analysis of the Case In general the way that a senior executive should start by mentoring junior employees is first and foremost by behaving ethically him or herself. A senior executive should provide good examples of ethical behavior by adhering to the company’s code of ethics and teaching the new employee the responsibilities of the company. Showing what type of behavior is appropriate in the workplace and what is not appropriate. Leading by example is the best form of mentorship because it keeps the senior executive more honest and accountable to the junior employee. Also by showing...
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...Running head: Thinking Ethically Thinking Ethically Kaplan University MT203: Human Resources Management Dana Williams April 8, 2012 Thinking Ethically Introduction Ethics in general is concerned with human behavior, basically the understanding of right and wrong. Ethics is basically doing the right thing and always remain ethical in all aspects of life; Ethics is base on the norms like truthfulness, honesty, integrity, respect for others, fairness, and justice. Ethics play a role in all aspects of life like business, restaurant at all part of life ethics come in to play. When it comes to hiring a person ethics play a role, should you hire someone because they qualify or because of the color of their skin, school the went etc. Now remaining ethical all depends on how the person chooses to go about the situation. Answer to question #1 “A mentor is an experienced, productive senior employee who helps develop a less experienced employee, called the protégé. Most mentoring relationships develop informally as a result of interests or values shared by the mentor and protégé” (Noe, Hollenbeck, Gerhart, & Wright, 2009). There are many possible ways that a senior executive can mentor employees into behaving ethically. The first possible way of mentoring employees into behaving ethically is to lead by example. The senior executives need to ensure that they are setting up a great example for others employees to follow. If they are not setting a great...
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...CASE: XCEL ENERGY PAYS FOR EMPLOYEES WHO EXCEL Xcel energy pays for employees who excel Brianna Williams Kaplan University MT203: Human Resources Management 1/29/13 XCEL ENERGY PAYS FOR EMPLOYEES WHO EXCEL Xcel’ management decision to change from paying the employees for their suggestion to a merit pay incentive program is well thought of. Though initial mistakes are there but when the team will be rewarded at parity, it will make the members more motivated to work hand in hand to excel together. Individual rewarding system creating a competition among the employees but the new incentive may initially discourage the outperformers. The company has to motivate them to ask their team members also to perform. The motivated people will compel the average and the poor workers to work hand in hand. Since in an organization, there is subordination of self-interest the new program will focus towards the achievement of the organizational goal. The company can think of rewarding the managers by other perks and recognition than money. Giving the person a good desk to work as a bonus, or a certificate or selecting employee of the month on the basis of suggestions are some of the perks. The person who gives many suggestions that have helped the company to earn reasonable profit should be given recognition in the company. The company can give such employees a chance to attend trainings for new experience or trainings in their field of expertise. This will help both-the organization...
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...Customer-First Values Shape Hiring Decisions at Zappos Tanya Huff Kaplan University MT203-02 Human Resource Management Andrew Toussaint November 16, 2014 Introduction Zappos is an online retailer of shoes. Zappos is committed to offering the best customer service. Zappos also wants to have a dynamic, fulfilling company culture. (Gerhard, Hollenbeck, Noe and Wright, 2009) A solid recruiting policy can help Zappos entice qualified applicants that have the same interests in the company’s culture. The selection process can help Zappos find the qualified employees that are going to fit into the company’s cultures and have the same value systems. Review/Analysis of the Case A recruitment policy that might benefit Zappos is image advertising. Image advertising would say that Zappos is a good place to work. It would stress the company’s values such as “Deliver Wow through service” and “Create fun and a little weirdness.” Possible employee would see this and know if they would fit into Zappos’ culture and that they are attracted to Zappos. This policy would be a good fit for Zappos because it is focused on finding an employee that will be a good fit with the company’s culture. The image advertising policy should have a positive impact on Zappos. Zappos is looking for employees that will be willing and interested in buying into their company culture and into following their values. The first step in the selection process at Zappos...
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...EMC Confronts Harassment Charges EMC Confronts Harassment Charges Kaplan University MT203-02: Human Resource Management Dana Williams April 30, 2013 EMC Confronts Harassment Charges Introduction According to a lawsuit that files by two women of EMC allege sexual comments, company-paid trips and the failure to promote women for the same experience on the same basis as male employees where discrimination against. Women were being paid lower wages that may have been creating a hostile and offensive environment to women, making it harder for women to work there. The firm gathered 30 sworn affidavits from women supporting allegations that the work-place was hostile and discriminatory. (Noe, Hollenbeck, Gerhart, & Wright, 2009). Review/Analysis of the Case Answer to question #1-In the book it states that sexual harassment is unwelcome sexual advance, sexual favors, and any other verbal or physical contact. In this case according to the complaint that the women filed there where sexual comment, company paid trip to strip club and retaliation toward women who complained. Sexual harassment that goes on in a workplace worldwide on a regular basics. The law that was violated in this case was the unwanted sexual comment. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general. http://www...
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...Making it by Faking it Danica Utnage Kaplan University MT203-01: Human Resources Management Professor Sharon Anton July 1, 2012 Education is important; it increases one’s knowledge and opens up opportunities for an individual. However, education by itself is not sufficient, it needs to be applied and acted upon and this is where experience comes in. There are situations where an individual’s academic records show that they are a brilliant scholar, but when the same person is told to apply his education in a real life situation, for example in a job, he is not able to. Experience therefore is important in helping an individual in translation of their knowledge base into development of skills and abilities. A candidate with a good academic background and the relevant skills and abilities is usually a prime and attractive candidate for the employer. Experience complements education; education helps one to build critical and analytical skills while experience helps one to be able to apply these skills in a real working environment. An educational background would be more appropriate for a candidate for a position such as medical coding, nursing, accounting, etc. Whereas having a good track record as a manager or leader would be important if the job was that of a supervisor, being able to lead successfully would be crucial for this position. If I was considering a candidate whose management tract...
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...Running head: XCEL ENERGY PAYS FOR EMPLOYEES WHO EXCEL Xcel Energy Dyneaka Harrison Kaplan University MT203: Human Resources Management Instructor Sarah Scott April 16, 2011 Xcel Energy Pays for Employees who Excel Introduction Excel Energy based in Minneapolis, Minnesota, is a public utility company that generates electric power and transmits and sells electricity and natural gas to customers in Colorado, Michigan, Minnesota, New Mexico, North Dakota, South Dakota, Texas, and Wisconsin. Xcel serves 3.3 million electricity customers and 1.8 million natural gas customers in these eight states. In 2007, Xcel was the 260th biggest corporation in the U.S., and the 15th biggest gas & electric utility in the country. Xcel Energy has decided to implement merit bonuses; which are paid for individual, group and corporate performances. Merit pay refers to the process of determining employee compensation “base salary or bonuses,” in part, on the basis of how well each employee performs at work. (Xcel 2011) Review/Analysis of the Case 1. Based on the information given, do you agree with management’s conclusion that merit pay can support Xcel’s strategy better than paying for suggestions? Why or why not? Based on the information given I do agree with managements conclusion that merit pay can support Xcel’s strategy better than paying for suggestions. Management and leaders must continually encourage and reward fresh thinking, promoting and keep open loops...
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...How Wal-Mart is Setting Pay at the Top…and Bottom Introduction Jessika Griffin Kaplan University MT203: Human Resource Management Prof: Andrew Toussaint May 12, 2015 How Wal-Mart is Setting Pay at the Top…and Bottom Introduction Mike Duke had a huge job, which was the CEO of Wal-Mart, which is a highly competitive retail industry. Wal-Mart operates more than 10,000 stores in over a dozen countries, which generates sale too approximately, in the billion dollars frame. Mike Duke, is highly paid for all of his responsibilities. In 2011, Mike Duke received a base salary of 1.3 million dollars along with a cash bonus of 2.9 million dollars. Mike Duke’s Salary along with stocks valued were about 3% greater than the year previous and his bonus was about 25% less. When the company cannot meet there goals Mike Duke doesn’t get the full bonus at the end of the year. His total compensation for the year was totaling around 18.1 Million dollars which would put him as the 82nd highest paid CEO in the United States, according to Forbes magazine. Mike Duke compensation was measured for setting his incentive pay. Wal-Mart always used the metric common which would be same store sales, meaning that the volume of the store and has it been open for a year or more. By looking closer to the sales of each store and determining if the activities were making the store greater. However, Mike Duke incentive pay was total sales for the entire company. However, this changed came when...
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...the case in a 2-3 page paper. Follow the project guidelines below. Requirements: 1. Click to use the Case Study Template (also available in Doc Sharing). 2. Complete a 2-3 page paper (not including the title page and reference page). 3. Answer each question thoroughly. 4. Demonstrate your understanding of the information presented in the weekly reading assignments by defining terms, explaining concepts, and providing detailed examples to illustrate your points. 5. Include at least two references from your reading assignments, or other academic sources, to reinforce and support your own thoughts, ideas, and statements using APA citation style. Review the Assignment Rubric (below) before starting this Assignment. ID: MT203-08-08-A Taking Responsibility: High-Flying Relations at Southwest Airlines BU203-Human Resource Management Professor Anton Suzzanna Hernandez Kaplan University 12/8/2013 Imagine, looking out a window of a skyscraper at the line of pickets at the bottom of this building. What must be going through the head of the CEO? How can an organization stop negotiations from going this far? How do strikes help real issues and conditions? By answering the questions on the case study of Southwest Airlines, analysis will help to see how labor relations should be done. Question one asks: contrast the general labor relations goals of Southwest’s management, its employees’ unions, and the society in which it operates. Where are those goals...
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