...1. Do you believe Oiler’s employee rights were violated? Explain your position. Peter Oiler’s termination from his job by the Winn-Dixie Corporation was an outright and blatant violation of his employee rights. Though balancing employee rights with appropriate discipline is an ongoing challenge for HR professionals. But in this case of Oiler, the work place behavior of the employer had not changed and there is no problem, with the co-employers also. Also in the own time, the company have no rights about the way he dress. Hence there is also no such challenge for the Winn-Dixie that it has to terminate Oiler. Hence I would consider that Winn-Dixie has violated the employee rights of Oiler. Also his social security has been impaired. When we consider the situation here is more normal than a similar case in 2005, which happened in Georgia (from the article). According to that, the courts consider this as sexual discrimination under 42 U.S.C. Sec. 1983 (deprivation of constitutional right) and Equal Protection Clause of the 14th Amendment of the Constitution (all peoples are same). And the development of trans-gender transitions has a real concern and the laws accept the claims of discrimination under employer’s stereotyping of genders. Thus Oiler’s claim is acceptable and Winn-Dixie has to oblige to the claims of Oiler. Here Oiler’s can be taken as an example of opposition of trans-genders in the general public. Though the laws are guarding them, the manipulation of thought...
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...formal written reprimand and is to confirm in writing our discussion on [date] concerning your unacceptable [performance and/or conduct] and to establish my expectations which I have outlined in a Corrective Action Plan to be commenced immediately. Further, you are hereby warned of additional disciplinary action if your [performance and/or conduct] does not improve. I have developed this corrective measure to assist you in bringing your work as a [classification] to an acceptable standard as defined in your enclosed Employee Performance Appraisal. During the past [time period], your supervisor has shared with you concern about your [performance of the functions of your position and/or unacceptable conduct]. While I want to emphasize that some of the deficiencies would not constitute unsatisfactory performance when viewed singularly, the cumulative effect demonstrates your inability or unwillingness to conform to expected standards of work. I believe it is necessary to initiate this Corrective Action Plan to cause you to understand that not only are your deficiencies unacceptable, but also that we are at a point where such [substandard performance and/or unacceptable conduct] can no longer be tolerated. [Insert language describing the consequences of the employee’s actions, or inactions.] You have been verbally counseled on numerous occasions concerning your work [performance and/or conduct] and your supervisor, [name], has spent many hours explaining appropriate [classification/job]...
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...higher). Use the following tables to help you prepare your assignments. Cognitive Domain According to various researchers there are six levels of cognitive complexity: knowledge, comprehension, application, analysis, synthesis, evaluation. In the chart below, note the hierarchical arrangement, which means that higher levels subsume ability in lower levels. The higher the level, the presumably more complex mental operation is required. Higher levels are not necessarily more desirable than lower levels, because one cannot achieve the higher levels without an ability to use the lower levels. As one moves up into higher levels, however, the more applicable the skills are to those needed in daily life. | Level | Description | Action Verbs Describing Learning Outcomes | | Evaluation | Requires the formation of judgments and decisions about the value of methods, ideas, people, products. Must be able to state the bases for judgments (e.g., external criteria or principles used to reach conclusions.) Sample question: Evaluate the quality or worth of a value as applied to pharmacy. | Appraise Judge Compare Justify Contrast Support Criticize Validate Defend | | Synthesis | Requires production of something unique or original. At this level, one is expected to solve unfamiliar problems in unique way, or combine parts to form a unique or novel solution. Sample question: Integrate data from several...
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...oward case stu“What do we do with Howard?” Synopsis: Tad Pierson had recently been appointed as a project engineer. As project engineer for one of Agrigreen’s plants, he is responsible for the operation of the plant surveying group. For some time now Tad had been aware of some performance, safety, and conflicts with personnel within the group. These issues appear to be escalating in frequency and are causing Tad concern regarding the safety of the employees, the production schedules, and possible actions that he might need to take. Agrigreen, Inc. is a company that manufactures a verity of agricultural fertilizer. With plants located in the western United States and Canada, Agrigreen employs certified surveyors to ensure quality and safety of each project. Eighteen years ago, Agrigreen’s survey crew was composed of part-time drafting personnel or project engineers. Howard Lineberry, a lead surveyor had been employed with Agrigreen for eighteen years. Over his tenure he had been supervised by five different managers, and had three surveyor’s helpers. Howard’s work over the years has caused multiple safety and production issues. He has also had conflicts with the engineering staff, his managers, and almost everyone he worked with. Mel Cutler, a surveyor’s helper, after being employed by the company for only a few years was assigned to assist Howard. Five years into this assignment, Mel began to notice problems due to Howard’s note keeping method. These problems...
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...Action Inquiry: An Interactive Approach to Interpersonal Communication Communication is and always been an integral part of the life of an organization and in a corporate world. It is a process of sharing ideas, information and messages among individuals in order to arrive at a mutual understanding and fulfillment of goals and objective. Ironic it may seem that in the corporate world or even in an organization the usual mode of communication being circulated would always take in the form of formal communication like letters, memos , reports and the like but in reality essential requisites with our communication usually deals with our daily interactions with the people around us and most of the time informal in nature because what composes an organization or corporation are the people and it’s fundamental, and universal desire to interact with each other Thus, there is a need to improve and develop communication practices and approaches to make it a part of the way we are (mutuality) in order to be more effective in achieving our objectives and accomplishing the goals we set. A popular approach presented by Rodolfo Ang is the Action Inquiry. Based on the sample situation presented on the Case of the Abusive Officemate, when we speak of Action Inquiry it means doing something out of the situation (e.g. talking with immediate superior or talking with the person involved about how you feel about the situation and how it affects you and your work) and reflecting and questioning...
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...selfish, unscrupulous. In this extract we can find references to the lower classes. Here the lower classes are the servants. In their own way they criticize, they are always there observing and noticing things. Thus, the theme of this extract is family relations and The idea is to show the relations in the family are not normal, and there influence by the society represented be Lord Steven on the one hand and the servants on another hand. The text is devided into two parts. The first part is narrowing with dialog, the second part is digresses from the narration. The first part can be dived into three subparts. The first part is exposition, it's called "Rawden and his attachments" here the author mentioned the time of the action, the place of the action and give some explanation of the characters. here we know about Rawdens attachments, and understand that there is some problem in this family. The second part is the story with a climax, called "ear boxing incident. Where the author tells the reader about one episod about of the boys life, when he standing at the landing place, слушаю mother's voice, singing to The Lord steyne. Suddenly his mother opened the door and struck him violently a couple of boxes on the ear. He fled down to his friends to the kitchen.... The third logical part is deunouma, called kitchen inquisition. Here the author continues to tell us about Raw den and his relations with the mother . We learn that this relations became worth....
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...Oiler even though his action in no way harmed the business. Oiler was the person who lived a different live when out side of work while wearing a wig, make up, he chose to live this lifestyle. That is why I do believe Oiler’s employee right were violated. I can understand if the business is to say that Oiler’s image would affect the reputation of the image since has a virtually become an asset to the business but can be judge by a different image. Of course now a days HR and managers can make the decision as to if they should hire you based on some Facebook pictures but in most cases those are different acts. If some one acts out using drugs or having an abuse with alcohol or actually committing a crime can then they judge as to if you should be fired or not. As the image and the reputation of a business can actually be affected by the circumstance as it might also affect their stockholders and other investor or partner. Still Oiler was a committed person to the business and his action after work did not harm anyone. Also the fact that he was not on duty or on the premises of his work area should show that there was no correlation to his action and his job. Overall, I am 100% percent behind those that rallied for Oiler, that Winn-Dixie’s action was just not right for the many that has been there in their business for 20 years. 2. I do believe that there should be some consequences of organizations that punish employees for certain off the job behaviors. Of course it should...
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...the environment within time and space. Effective situational Awareness: id the source and nature of potential problems, extract and interpret info, maintain an accurate perception, Detect a situation requiring action. Situation Assessment is achieving, acquiring and maintaining S.A.: Perception of elements, Comprehension of the current situation, projection of future status. Factors of SA are split in2 Internal/External: Direct; (internal)perception, comprehension, projection, perceived goals,(external) stress and workload, interface design, automation, system capability.Indirect(internal) indirect innate abilities experience, actual goals, (external) doctrines, rules,procedures. What enhance SA :experience,expectations, briefing, proper communication , vigilance , Atc, Crew SA traps: ambiguity,fixation, confusion, fail to fly, fail to look outside, failure to meet targets, failure to adhere to sops, fail to comply with limits, ail to resolve problems, fail to comm.. PAC US UP: prepare through brief, acknowledge potential problems, comm. Use all info, Update flight image SOP’s Remember the brief, who is responsible, use the checklist,company standards, to work together, SOPS help crew S.A. Checklist usage: normal, emergency and abnormal Personality and Behavior Aggressive(Achieve objectives, lose friends,lose respect, lose productivity, unhappy workforce, high turn over of staff,), Submissive(Avoid problems think you’ll be liked more, may get used no resolution to problems...
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...widely accepted that the most important resource of any company are its employees; therefore competent manager need to have the clear understanding what motivates their subordinates to achieve effective performance as from efficiency of their work the success of the organization depends. Consequently, the task of manager consists in as much as possible effectively to use personnel opportunities. In independence on the manager decision the effect from it can be received only in case if this decision would successfully be embodied in the employees’ affairs. And it can occur only in case if workers are interested in results of the work. For this reason, it is necessary to motivate the person, to induce to action. “Motivation is a combination of needs that influence behavior and action” (Kressler, 2003). In case if an employee is to successfully complete a task in any organization, he or she requires motivation, performance capacity and development potential in order to activate skills, experiences, talents and creative energies, and reach company goals. The main purpose of this assignment is the consideration and analysis of motivation theories (content & process theories), on which based the modern management within organization, for effective human resource management. Thus it is necessary to examine these theories in terms of its strength and weaknesses and also practical relevance in understanding what and how to motivate employee for organization. In order to gain...
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...recently after strong Australian dollar and increased overseas competition, makes the market share of Apparel brands is reduced, and needed some fresh strategies to return the profit that is reduced by it. To make profit, Apparel brands is willing to develop own brands and product range and sell it direct to consumers, rather than just put sell it from reseller. Leverage ecommerce opportunities to recude distribution costs and increase profit margins. 2. Appendix 2 | Action 1 | Action 2 | Action 3 | Description | Create new product and give a name Apparel brands on it. The brands is good and its already a big brands, we just need to put more advertisement about product detail, design and promotion to customer, so they will realize that the brand is getting closer to customer with no more retailer, it will cost less and going direct to customer. | We know that many product is having a good quality but can’t be sold in the market because people doesn’t know about it, so advertising will be the second action that we will boost so people will start to forget about the brand that is basically as a retailer brand, now is become an individual brand that sell the product by itself. | Give promotion to customer that want to buy, we realize that Australia have 4 season, and each season is a good point of selling for textile market, since people always care about how they look and what they wear, we can use the interest in people to become a good starter of new product, not only new...
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...Reflection Paper Content Analysis Evaluation Form This instrument is designed to assess learning progress and behavioral change through analysis of written statements in reflection papers. The open-ended nature of the writing is intended to encourage self-directed reflection and expression of both feelings and thoughts. The categories represent major objectives of the Pathways to Leadership: Emerging and New Administrator Workshop* classified according to the Awareness—Acceptance—Action (AAA) paradigm of behavioral change as described by Mitstifer (1976). Awareness: Statements imply that persons have made attempts to discover who they are and what they wish to become. This is usually expressed in second or third person only. Acceptance: Persons made positive and/or consistent statements in the first person. Statements must show commitment and some decisions toward action. |Category |Examples | |Self-Awareness—Statements indicate participation in the |_____awareness—The way individuals handle issues affects others. | |evaluation of self. Persons reflect on their own thinking and |_____acceptance—I am beginning to examine my assumptions and | |reasoning and participate in advocacy and inquiry. |conclusions so that I can be more comfortable in advocating my | | ...
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...Reflection Paper Content Analysis Evaluation Form This instrument is designed to assess learning progress and behavioral change through analysis of written statements in reflection papers. The open-ended nature of the writing is intended to encourage self-directed reflection and expression of both feelings and thoughts. The categories represent major objectives of the Pathways to Leadership: Emerging and New Administrator Workshop* classified according to the Awareness—Acceptance—Action (AAA) paradigm of behavioral change as described by Mitstifer (1976). Awareness: Statements imply that persons have made attempts to discover who they are and what they wish to become. This is usually expressed in second or third person only. Acceptance: Persons made positive and/or consistent statements in the first person. Statements must show commitment and some decisions toward action. |Category |Examples | |Self-Awareness—Statements indicate participation in the |_____awareness—The way individuals handle issues affects others. | |evaluation of self. Persons reflect on their own thinking and |_____acceptance—I am beginning to examine my assumptions and | |reasoning and participate in advocacy and inquiry. |conclusions so that I can be more comfortable in advocating my | | |point...
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...“What do we do with Howard?” Synopsis: Tad Pierson had recently been appointed as a project engineer. As project engineer for one of Agrigreen’s plants, he is responsible for the operation of the plant surveying group. For some time now Tad had been aware of some performance, safety, and conflicts with personnel within the group. These issues appear to be escalating in frequency and are causing Tad concern regarding the safety of the employees, the production schedules, and possible actions that he might need to take. Agrigreen, Inc. is a company that manufactures a verity of agricultural fertilizer. With plants located in the western United States and Canada, Agrigreen employs certified surveyors to ensure quality and safety of each project. Eighteen years ago, Agrigreen’s survey crew was composed of part-time drafting personnel or project engineers. Howard Lineberry, a lead surveyor had been employed with Agrigreen for eighteen years. Over his tenure he had been supervised by five different managers, and had three surveyor’s helpers. Howard’s work over the years has caused multiple safety and production issues. He has also had conflicts with the engineering staff, his managers, and almost everyone he worked with. Mel Cutler, a surveyor’s helper, after being employed by the company for only a few years was assigned to assist Howard. Five years into this assignment, Mel began to notice problems due to Howard’s note keeping method. These problems contributed to...
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...why Hult is right choice to pursue an MIB Degree as it gives us exposure to study in two different parts of world in 1 year. With this you get an opportunity to understand culture of two different countries and work in a different environment with people from various nationalities. Secondly, it gives an opportunity to build lifelong international connections. We get an opportunity to network with people from over 120 nations. To pursue an MIB degree while studying with people from such diverse background gives us an experience to work with multinational teams. I believe no other business school offers such unique opportunity. Also, Hult offers unique business experience in 1 year through the Action Learning Project. As a part of curriculum it offers student to work on real life action project for 3 months. Also, the faculty of Hult International Business School come from diverse background and have worked for various companies like Philips, Xerox etc. which gives students a great chance to network and helps to prepare for jobs. Hence, I would conclude that to pursue an MIB degree, Hult International Business School would be right and best option as it stands apart from other Business Schools. Opportunity for studying in 2 campuses, building lifelong international connections and a chance to have...
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...LEARNING TEAM CHARTER – TEAM “B” |Course Title |BCOM/275 BUSINESS COMMUNICATION AND CRITICAL THINKING | | | | | | | | | | | Team Members/Contact Information |Name | |Phone | |Time zone and | |Email | | | | | |Availability During the Week | | | | | | | | | | | |Erica | |803-709-4032 | |SC “Eastern Time” available everyday | |msewilson25@email.phoenix.edu | | | | | | | |msewilson25@hotmail.com | |Nikole | |859-866-0256 | |Eastern Standard Time | |nikolehoskinds@gmail.com | | | | | |Available M-F 6pm-8pm ...
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