...Case: Unequal-Equal Supervisors Questions 1. How have the inaccurate performance ratings created more problems? The inaccurate performance rating created an ethical dilemma for Hubert Johnson. Rating both employees the same even though one is more capable can lead him to making the wrong decision when retaining one supervisor for the job. This in turn can cause adverse consequences for the company. For instance, it’s quite clear that Neil will be the appropriate choice to help lead the company reach its goals. But since the company requires the person with most seniority receives priority, Hubert should retain Harriet, not Neil. The company at this point needs efficient leader like Neil to help gain sales back, but due to Hubert’s inaccurate decision regarding performance rating he might have to keep Harriet which might affect the productivity levels of the organization. 2. What HR and legal issues could be raised in this case? The documentation raises questions about the fairness of the evaluation system. As noted in the text, if any part of the appraisal process fails, better-performing employees may not receive larger pay increases, and the result in perceived inequity in compensation. Accurate evaluations can provide justification for actions such as, termination or demotion should they be necessary. Either employee can file a lawsuit against the company. 3. What course of action would you recommend that Hubert take? Explain your rationale for taking this...
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...Case 7 (Training and Performance) Unequal-Equal Supervisors Hubert Johnson is a department head. He has been with the company for 30 years and knows his way around quite well. He has two employees, Harriet Green and Neil White. Harriet has been with the company for 15 years and Neil has been with the company for six years. Harriet has always been cooperative, loyal, dependable, but not an especially good supervisor. Recently Hubert has noticed that Harriet has begun to “slip” in the performance of some of her duties. Neil, on the other hand is a very ambitious, energetic, and dependable supervisor who grasps problems quickly and easily. Hubert has to complete performance appraisals on both individuals annually. Ten months ago he did his appraising with a great deal of displeasure because he hated to face the unpleasantness of a negative performance appraisal review. As a result, he rated both the employees about the same. When a discussion about the ratings was conducted, both supervisors appeared to be satisfied with the rating they had received. Six months ago business began to fall off and a reduction in force was put into effect. This week, after a number of other people were laid off or demoted, it became necessary to move either Harriet Green or Neil White from the position of a supervisor to that of a worker until sales picked up. Hubert wants to keep Neil on the supervisor job, but on the basis of the appraisals there is no difference between the two. In the past when...
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...Human Resource Department (HRD) a few of my many roles is to assist the current employees and serve as a liaison between worker and department head. Yet most importantly, NL&C hired me to examine current HRD diversity development and redesign diversity strategy plans where needed to ensure alignment with the Equal Employment Opportunity Commission (EEOC) and American with Disabilities Act of 1990 (ADA) rules and regulations are in compliance within the organization. (CTUonline , 2010) Diversity Constraints NL&C has several disabled employees of which I arranged meeting with them individually. Over the course of the meeting, I uncovered that many of the disabled workers felt treated unfairly due to their physical in capabilities. Although, I did not have all the facts to address their claims I reassured them that the human resource department would work diligently to get to the matter. None-the-less, I have to admit that this present situation is very new to me; therefore, I had to research the topic further to explore the positive benchmarking techniques and discussions that have rendered affirmative results from other companies and their employees. Case Study (not sure what to do about this first sentence)It was brought to my attention of exploratory finding that have yield positive result for diversity strategic planning; was a business faced with similar diversity adversities sited in an article called the “1996 Follow-up Report of Sears, Roebuck And Company”...
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...1210 (8th Cir. 2001) MARILYN SIMMONS, PLAINTIFF-APPELLANT, v. NEW PUBLIC SCHOOL DISTRICT NO. EIGHT, DEFENDANT-APPELLEE. No. 00-2623 UNITED STATES COURT OF APPEALS FOR THE EIGHTH CIRCUIT Submitted: March 16, 2001 Filed: May 30, 2001 Appeal from the United States District Court for the District of North Dakota.[Copyrighted Material Omitted][Copyrighted Material Omitted] Before Murphy, Lay, and Bye, Circuit Judges. Lay, Circuit Judge 1 Marilyn Simmons worked as an administrator for the New Public School District No. Eight (the District). She brought suit against the District alleging gender discrimination for (1) unequal pay, and (2) the non-renewal of her contract. The district court granted summary judgment to the District based upon res judicata and a lack of evidence supporting her claim. We reverse the district court's judgment and remand the case for further proceedings. I. Background 2 Simmons worked as an administrator for the District from 1991 to 1996. On April 20, 1996, after a lengthy hearing, the District voted not to renew her contract for the next school year. Simmons sued the District in state court alleging various claims, including violations of her North Dakota statutory rights as an educator. The state trial court rejected her claims. On appeal, the North Dakota State Supreme Court reversed. See Simmons v. New Public School Dist. No. Eight, 574 N.W.2d 561 (N.D. 1998). On remand, the parties stipulated to an agreement to settle the claims. The settlement...
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...attaining the ends of justice. In this respect the modern democratic state has to adopt objective standards to protect the human rights of its citizens. Equality is one among those cardinal human rights by which the State is mandated to treat the equals equally and unequal unequally when it distributes its own benefits to the people. But who are equals and who are unequal is a thorny issue, for the limited resources are much valuable and required by the various group of people and they have to be distributed justly and fairly. In the Indian constitutional scheme, it had been envisaged by the framers that there should be equality of opportunity is for all citizens in public employments and such equality of opportunity a fundamental right of the citizens’.At the same time, the need for some beneficial treatment to the weaker sections of the society was also enshrined with that right. What is the basis of distribution of societal resources to certain sections? The thrust of this Chapter goes with the following enquiry. Is there any jurisprudential foundation for protective discrimination? If so what is it? This aspect is assessed from the angle of different theories of justice viz., social justice, distributive justice, equality and equal opportunity and social engineering theory. The responses of Indian courts in this regard are also examined. Justice : Meaning and Content The concept of justice is even older than that of law. The maxim, fiat justicia ruat co'elum, i.e...
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...Chapter 01 Student: ___________________________________________________________________________ 1. What is the common characteristic of Aristotle's virtues and ethical standards for CPAs? A. Truthfulness B. Integrity C. Loyalty D. Due care Jane finds a material misstatement while auditing a client's accounts receivables. Her senior tells her to ignore the misstatement so that the client does not get upset. Jane wants to be viewed as a team player in order to advance in the firm. So Jane follows her senior's instructions and ignores the misstatement. Which ethical theory did Jane use to make her decision? A. Egoism B. Justice C. Virtue ethics D. Utilitarianism Which of the following situations would be considered ethical? A. The cashier at Wal-Mart gives you $5 more than you were supposed to receive and you don't do anything about it B. You accidentally back into a car at Wal-Mart and leave your information for them to call C. Receiving fake $20 bills and using them in a store while knowing they are fake D. Finding a phone in a restaurant and keeping it Each of the following characteristics describes the importance of integrity in decision making except for: A. Acting out of moral principle B. Being loyal to one's superior C. Having the courage to do the right thing D. Not subordinating professional judgment to others Each of the following describes the behavior of Cynthia Cooper in the WorldCom fraud except for: A. Persistence B. Competence C. Integrity D. Hesitance The...
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...Week 2 - Case Study Analysis 1 Cherie A. Parker University of the Potomac BUS 520 - Human Resource & Organizational Behavior September 11, 2014 Professor James Booker Abstract Civil rights activists in the United States used nonviolent means to protest unequal treatment during the 1950s, which led to the passage of important nondiscrimination laws and guaranteed an equal opportunity for employment to all. Employment discrimination against different classes of people has been long practiced by U.S. employers. To ensure that organizations comply with antidiscrimination legislation, the EEOC was established to monitor employers’ actions. Thereby requiring effective management to have the knowledge of the legal aspects of employment relationships. Sexual harassment is an area of particularly important to managers and supervisors. Sexual harassment can occur between a boss and subordinate, which can affect working conditions. Managers should make an extensive effort to ensure that both male and female employees are free from all forms of sexually harassing conduct. Differences of all sorts among people are ubiquitous in the workforce. Discrimination remains a concern as the U.S. workforce becomes more diverse, managers need to leverage these differences because they can be the source of organizational strength. Introduction Sexual harassment comes is displayed in several forms the in workplace. What didn’t seem to be sexual harassment in the past has...
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...SEX DISCRIMINATION IN EMPLOYMENT Fifth Edition Maryland Commission for Women 311 W. Saratoga St. Ste 272 Baltimore, MD 21201 410-767-3049 The Women’s Law Center, Inc. Copyright: 1982, 1986, 1995, 2001, 2008 The Women’s Law Center, Inc. Sex Discrimination in Employment Fifth Edition Revisions Provided By: Jill Wrigley, Women’s Law Center of Maryland With Editorial Assistance From: L. Tracy Brown, Women’s Law Center of Maryland Laurence Ruth, Women’s Law Center of Maryland Jessica Morgan, Women’s Law Center of Maryland Funding for production and distribution of the fifth edition was provided by Open Society Institute, Baltimore Community Foundation, The Marjorie Cook Family Foundation and Brown, Goldstein & Levy, LLP. Fourth Edition Revisions Provided By: Kevin O’Connor of Ober, Kaler Grimes & Shriver Melvina C. Ford, Women’s Law Center of Maryland With Editorial Assistance From: Denise Davis, Women’s Law Center of Maryland Funding for production and distribution of the fourth edition was provided by the Maryland Legal Assistance Network and Maryland Legal Services Corporation. Third Edition Written By: Rieyn Delony Sally L. Swann Louise Dean Williams With Editorial Assistance From: Robyn Mazur Kathleen Fantom Shemer Funding for production and distribution of the third edition was provided by the Baltimore Bar Foundation and the Marjorie Cook Foundation. Second Edition Written By: Kathleen Fantom Shemer With Editorial Assistance From: Jane Murphy Carol Polowy Emily Rody...
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...Motivational Methods HCS/325 Health Care Management Hanna Matayaho August 22, 201 Motivation is a key element in the workplace and it is very important to know the basic theories methods and application because it is something that unavoidable all for us will come up within our working environment. It is necessary skill for a future. The main question facing managers in a organization is motivation, how does it work, when to apply and to whom they should apply on. Motivation reflects how innovative and productive things get done within work organizations. Since motivation influences productivity supervisors need to understand what motivates employees to reach peak performance. Managers need know how to motivate other people in order to work more efficient. There are numerous ways to motivate a team of employees and there are certain parameters that are needed to implement these techniques. In this paper I will be describing three techniques used in today’s growing economy and how they are used: the two-factor theory, the equity theory and the goal setting theory. There are several ways to motivate employees but these are my top three choices. The two-factor theory is widely used in today’s business’. This theory is based on the likes and dislikes of the employees. The first being satisfier factors, which what the employee like about his job. Tthe second being hygiene factor, which the employee doesn’t like about their job. With both of these theories an employer...
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...CHAPTER 2 THE CHANGING LEGAL EMPHASIS: COMPLIANCE AND IMPACT ON CANADIAN WORKPLACES LEARNING OUTCOMES 1. EXPLAIN how employment-related issues are governed in Canada. 2. DISCUSS at least five prohibited grounds for discrimination under human rights legislation and DESCRIBE the requirements for reasonable accommodation. 3. DESCRIBE behaviour that could constitute harassment 4. EXPLAIN the employers’ responsibilities regarding harassment. 5. DESCRIBE the role of minimums established in employment standards legislation and the enforcement process. 6. DISCUSS HR’s role in ensuring compliance with employment legislation in Canada. REQUIRED PROFESSIONAL CAPABILITIES ❖ Identifies and masters legislation and jurisprudence relevant to HR functions ❖ Ensures that the organization’s HR policies and practices align with human rights legislation ❖ Promotes a productive culture in the organization that values diversity, trust, and respect for individuals and their contributions ❖ Assesses requests for HR information in light of corporate policy, freedom of information legislation, evidentiary privileges, and contractual or other releases ❖ Contributes to the development of information security measures issues CHAPTER SUMMARY This chapter focuses on the legal environment in Canada. It discusses the multiple overlapping pieces of legislation that attempt to balance employee and employer rights when it comes...
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...This paper is focused on understanding diversity management by the principles of Human Resource Management (HRM). Researches throw light on the fact that there are still problems existing at workplaces regarding equality, and HRM has focused only on just meeting up with the requirements of Equal Employment Opportunity (EEO), there has been negligence visible in managing diversity in an organization. The proposed framework here is of how to manage workforce with diversity and especially when people with disability are involved in the workforce of a company. In such condition, special care needs to be taken in order to make them feel at par with other employees by providing them with equal opportunities. It is for any organization to attract,...
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...Ethical dilemmas that pull us in different and often irreconcilable directions are a part of professional life as therapists. With a true dilemma there is probably no right answer, yet we still need to decide what to do or not do and commit ourselves to the decision bearing in mind our ethical and professional responsibilities. The following vignette shows how I responded to an ethical dilemma in my clinical practice as a trainee person centred psychotherapist. I chose this dilemma as it highlights the issue of boundary lines as a crucial aspect of effective and safe client-counsellor relationships. I run as a regular pastime with my local running club which is held on a mid week evening. My partner and I arrived at the club and bumbped into one of my clients, whom I had been counselling for two months. He had come to counselling as he had difficulty in forming personal relationships and was feeling lonely and depressed. The following day my client sent an email inviting my partner and I for dinner, suggesting we became friends. I considered the overlapping therapy and non-therapy contact to be problematic as it would involve entering a dual relationship with my client. Gabriel (2001) offers a definition which distinguishes between non-therapy and therapy contact by suggesting that a dual relationship occurs when: “a one-to-one contracted therapy relationship between an individual in the role of ‘client’ and one in the role of ‘therapist’ overlaps into a non-therapy...
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...Running head: A GUIDE TO FORMAL ETHICS A Guide to Formal Ethics Developing Ethics Programs for Today’s Workforce Jessica L. Krauter Western Governor’s University A GUIDE TO FORMAL ETHICS Abstract This paper is an ethics program that was developed as a part of a new employee handbook. This was written under the scenario that a new ethics officer for Company X has been charged with the task of creating said program. The program is expected to include standards and procedures section, an ethics training section, a section regarding employee misconduct and a plan for evaluating and improving the ethics program after implementation. Due to the increased scrutiny on the actions of corporations and those who act on behalf of organizations, there has been increased attention placed on the ethical actions within organizations. Many organizations have responded to this increased scrutiny by establishing formal ethics programs to address what are appropriate actions for those working for the company. Increasingly, more corporations are viewed not merely as profit-making entities but also as moral agents that are accountable for their conduct (Ferrell, Fraedrich, and Ferrell, 2009, p. 204). A GUIDE TO FORMAL ETHICS Welcome You have joined a company that has set a name for itself in the towing and recovery industry. Our commercial contracts have shown steady...
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...level in any organizations. The “Glass Ceiling” is invisible and impenetrable. Very often a woman could see her ultimate career goal was just ahead of her, but she just could not get to the top of the hierarchy. Before the term was introduced, researchers had been exploring varies theories that could explain why it was so hard for women to reach the highest level in business that was dominated by white males. One explanation could be that women might have chosen less stressful jobs in order to take care of their family members. Another explanation was that women might lack the network of crucial professional contacts that could help them advance in their careers. After the term was introduced, the society became more and more aware of the unequal career opportunities offered to white men versus all other groups of people. The situation has been changing and improving, little by little. Many researches done in the 80s and 90s of the last century suggested that women were significantly underrepresented in upper management level, and their salaries and wages were much lower than the male counterpart. According to Cai & Kleiner (1999), in a 1989 estimation by the U.S. Department of Labor, only 1 to 2 percent of senior executive management positions include women. The report issued by the Federal Glass Ceiling Commission (as cited in Sincoff, Baker, & Graham, 2006), stated that in 1990 only 6.2% of federally employed women were at or above the level of middle management, while 28%...
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...Chapter One – Introduction 1.1: Introduction 1.2: Origin of the study 1.3: Objectives of the study 1.4: Data collection process 1.5: Limitations 1.1: Introduction Juvenile Delinquency is a terrible problem in the unequal management system of society of the modern world. Juvenile Delinquency is increasing for the fast and speedy development of Industrialization and Urbanization. Industrialization and Urbanization make changes the Family structure which increases the propensity of Juvenile Delinquency. A large scale of people has been shifted to City town from rural area and keeps staying in the abdomen. This also increases Juvenile Delinquency. Now Juvenile Delinquency has emerged as a matter of concern in Bangladesh in recent times with the number of children and young people involved in "criminal activities" rising at an alarming rate. In most of the cases this is not a deliberate choice for the children. Numerous social factors coupled with poor parenting, family troubles and above all extreme poverty are pushing these children to this anti-social position. A child is born innocent and if nourished with tender care and attention, he or she will be blossom with faculties physical, mental, moral and spiritual into a person of stature and excellence. On the other hand, noxious surroundings, neglect of basic needs, bad company and other abuses and temptations would spoil the child and likely to turn him a delinquent. Therefore, expressing his concern for Child care, the...
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