...directors of Riordan. Alternative Dispute Resolution It is reasonable to assume that in the course of business, Riordan will encounter conflict with a customer, a vendor, an employee, or some other person or organization. Riordan Manufacturing currently retains an independent law firm to handle all legal matters. Aside from the practice of keeping an attorney on retainer, Riordan appears to have no particular dispute resolution process in place. If a conflict escalates to the point that legal action is taken, it is most likely in Riordan’s best interests to settle disputes through the process of mediation. Mediation is preferable to other methods of dispute resolution for several reasons: Riordan avoids the risk of a potentially hostile venue or jury, and the mediator may help reduce settlement expectations into a reasonable range. (Camarra & Foster, 2007). The process of mediation is less expensive than other methods, particularly that of a trial,and it maintains the confidentiality of the parties. (Peters & Mastin, 2007). No other process offers Riordan as much control over the outcome as this. Moving forward, Riordan internal legal...
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...aRunning head: Employment Conflict Management Techniques Employment Conflict Management Techniques Roxanne Martz University of Phoenix Instructor Kenneth Hadzinski November 1, 2010 Employment Conflict Management FastServe Inc, a 25 million dollar company of branded sports apparel, recently opened two online marketing venues geared toward sports enthusiastic youth. With 350 employees, FastServe directed 10% of its workforce to the online distribution project. Using today’s technology, three D ‘Drape-n-see’ mannequins, attracted the attention of the intended audience, but the graphics were difficult to download and sales made didn’t cover the operating expenses of the new project. Management weighed all options and without an increase in revenue, decided to pull the plug on the project. In doing so, a reduction in the workforce was imminent. This would mean layoffs for three out of five employees. Of the five, two will be absorbed into the company. The metrics for the layoffs are based on new job definitions, skill sets, accountability, past performance, and productivity. Potential Conflict Identifications As a senior manager in human resources (HR) reporting to the vice president of HR, and given one-week to decide which employees to let go. For the company’s protection, a meeting with legal counsel before any employment discharge decisions can be made is a policy of FastServe Inc. Out of this meeting, three employees, Sarah Boyd, Jenny Mills and Brian...
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...Corporate Compliance Plan for Riordan Manufacturing University of Phoenix Riordan Manufacturing is a profitable plastics manufacturer with annual earnings of $46 million. The company is wholly owned by Riordan Industries, a Fortune 1000 company with revenues over $1 billion. The following are some of the products produced by Riordan Industries: plastic bottles, fans, heart valves, medial stents, and custom plastic parts (Virtual Organization, 2009). This compliance plan will state the company's legal responsibilities and regulations necessary to continue earning a profit. The plan will address the laws affecting the plastic industry and guidelines to ensure management and employees understand and obey the laws. The focus of the compliance plan will be on managing the legal liabilities of Riordan officers and directors. Riordan Manufacturing was started and founded by Dr. Riordan, a professor of chemistry. The company focused on research and development of plastic substrates. In 1992 the company purchased a fan manufacturing plant in Pontiac, Michigan. In the year 2000, the fan operation was moved to China. The corporate headquarters that include research and development is located in San Jose, California. Plastic beverage containers are produced in Albany, Georgia and custom plastic parts are produced in Pontiac, Michigan (Virtual Organization, 2009). The compliance plan will include an Alternative Dispute Resolution (ADR) to resolve a dispute, product liability to address...
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...Recognizing and Minimizing Tort and Regulatory Risk Hector Sierra University of Phoenix Law 531 Businesses deal with tort liability and management in the day to day operations. Minimizing tort liability is a key factor in operating a successful business. Alumina Inc., has developed a plan to prevent, identify and implement corrective measures for handling tort liabilities. Recognizing and Minimizing Tort and Regulatory Risk Alumina Inc. is a $4bn U.S. based international aluminum company with eight locations worldwide. Alumina Inc. falls under certain government regulatory agencies and laws such as The Environmental Protection Agency (EPA), Occupational Safety and Health Administration (OSHA), and CERCLA. Alumina Inc. was reported to be in violation of environmental discharge five years ago. Even though Alumina Inc. corrected the violation, Alumina Inc. still faces a possible bad reputation because of this incident. Alumina Inc. has had a good record ever since that incident was corrected. A local resident of the community named Kathy Bates has accused the company of repeatedly contaminating the waters of Lake Dira before. Kathy Bates has now filed a complaint against Alumina Inc. in regards to suspicion that her daughter contracted leukemia due to the consumption of contaminated water. This complaint calls for an investigation of the company’s practices with regard to the Clean Water Act of 1972. However, traffic is causing water pollution in Lake Dira as well. Increased...
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...the following years. Organizations must develop a staffing system to manage and support the employees’ needs. Developing a crucial staffing system will improve the superiority of the employees at different levels of the organization, which will become a strategic main concern for the business. Senior management will be the lead for the accomplishment of a highly profile staffing system and hold every employee responsible for the outcome. A staffing system is simply a well thought-out staffing strategy that outlines the procedures in recruiting, screening, interviewing, and hiring new staff members. The new system must be accurately designed and executed for the hiring process to go smoothly and ensuring the system will provide guidance for the employees to follow through with the phases from start to finish. The efficient of the staffing system will consist of five steps for the organization to be successful: • 1- Describing the ideal candidate • 2- Developing a list of qualified candidates • 3- Screening the applicants • 4- Interviewing the applicants and checking their references • 5- Deciding on the qualified applicant or candidate Federal Requirements in Developing Employment Policies The federal government has put in place requirements that an organization must follow to ensure that the employees fully understands. The organization must have an establish employee handbook made available that covers specific guidelines the employee needs to know reference the...
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...Brief Facts of the Mediation Jo and Bill are partners of successful accounting firm with gross revenue of $500,000, and a net profit of $200,000 a year. Jo who was hired as a new graduate 10 years ago, made partner 5 years ago, and her share of the business profits is 40%. Recently there has been disagreements between the partners regarding the direction that the business should take. A mediation was sought to resolve some of those issues. Bill, a 65 year old chartered accountant, is very happy with the business turnover and is keen to maintain the status quo. Bill is concerned that an expansion might see him lose the business. Jo, 35 years of age, a chartered accountant with an MBA, wants to expand the business and increase the business profits. Both of the partners were able to come to an agreement at the mediation to hire a temporary employee for three months. This would free up Jo to develop new models for business expansion and a phase out plan for Bill to retire over the next five years. It was helpful to read Peter Condliffe's Conflict Management as well as Tania Sourdin's Alternative Dispute Resolution to understand the role and methods of mediations. The book covered in detail how a mediation is to be conducted as well as how to assess the strengths and weakness of a mediator. Some of the journals I've read, especially the once I've referenced below helped me understand the importance of active listening. emotions and how important it is to effectively...
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...Dilemma Paper Merger Dilemma Paper Xxxxxxxxxxxxxxxxx xxxxxxxxxxxxxxxxx LDR/300 - INNOVATIVE LEADERSHIP Ray De Puy 05/24/2014 Abstract The organizational world is still shaking from the impact of individual and organizational actions that are contrary to the open-ended community standards of ethics. Changes are unavoidable, employees begin to replicate on the new ways and eliminate old habits. As managers, changes are the needed to be successful in business and as a leader. Utilizing creative problem solving is crucial to identify issues and opportunities for improvement. Followers respect leaders who have confidence in their decisions to do what is best for the business and the team. Safe transitions with clear responsibility guidelines for leaders will lead to the best results for the long-term sustainability and growth of the business. Methods to Anticipate and Adapt to necessary Organizational Change In today's society, it is crucial for companies to be willing and open for change, in order to continue to be cost-effective in an extremely competitive market. As people get older their personal lives change and so do careers, professions and businesses. The entire method can be very stressful to staffs and adverse reactions may come out of it because it is constantly wise to identify the diverse phases of anticipation and change that may result in order to take precautionary methods. In most cases, employee that have been with the company for years are stuck in...
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...Social Media-Instagram Strayer University LEG100143VA005-1146-001 Prof. Renee Berry August 14, 2014 In the past several years the rise of social media outlets has become astounding. From Myspace in 2004, Facebook in 2007 and the newest social media craze, Instagram in 2010. Instagram is a fun and quirky way to share your life with friends through a series of pictures. Snap a photo with your mobile phone, then choose a filter to transform the image into a memory to keep around forever (Frommer). The founders Kevin Systrom and Mike Kreiger launched Instagram October 6, 2010 by December twenty-first of that year the community had grown to over one million users (Instagram, press page). Many companies also use Instagram and other social networking sites to advertise their businesses. This paper will explore the four components of a legally astute social media marketing manager; analyze methods of alternative dispute resolution; determine how federal government can best control transactions; examine which branch of the government can have the most impact on regulating consumer; and explain the agency relationship that exists on social media sites. Legally astute managers have multiple abilities among those abilities are being proactive and being able of identifying and pursuing opportunities to use the legal system to improve the total value of the firm. To be a legally astute manager is to have the ability to communicate effectively and to work together to solve complex...
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...Both of these models are facilitated by a trained mediator and bring together affected parties to develop an appropriate response to the conflict. These programs teach students how to peacefully resolve conflict, hash out misunderstandings, and prevent further conflict. Peer mediation involves trained student mediators who assist their peers in settling disputes. Students are trained (by the paid staff person in their area) in mediation strategies and apply restorative problem-solving techniques. Mediation can help keep many minor incidents from escalating into more serious incidents. More importantly, peer mediation gives students a set of skills that can be applied to future...
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...Managing a Mediation Process offers an overview of the process of mediating interstate and intrastate conflicts. Each of its six chapters covers a different step in the process, identifying what needs to be done at that step and how best to accomplish it: ● ● ● ● ● ● SMITH AND SMOCK MANAGING A MEDIATION PROCESS Assess the Conflict Ensure Mediator Readiness Ensure Conflict Ripeness Conduct Track-I Mediation Encourage Track-II Dialogue Construct a Peace Agreement Managing a Mediation Process is the first of several handbooks in the Peacemaker’s Toolkit series and deals largely with Track-I efforts. Each handbook in the series addresses a particular facet of the work of mediating violent conflicts, including such topics as negotiating with terrorists, managing public information, constitution making, assessing and enhancing ripeness, and Track-II peacemaking, among others. MANAGING A MEDIATION PROCESS Consolidating practical wisdom distilled from the hard-won experience of seasoned mediators into an easily digestible format, this handbook is designed to help mediators identify areas where they may need more research or preparation, as well as options and strategies relevant to the particular case on which they are working. Examples from past mediation efforts are provided. CT ST RU CE T CONA PEA MEN E AGRE Managing a MEDIATION PROCESS AGE OURC II E ENCTRA GU O DIAL UC T ONDAC I ON C R T DIATI ME Amy L. Smith and...
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...Assignment 2: LASA 2—Conflict Management Report The workplace can be an especially stressful environment. Personal conflicts between coworkers, fear of layoffs, and heavy workloads can be causes of negative stress. This stress can be carried to our homes and after-work activities, impacting personal health. Allowing these stressors to build and intensify will only further impair the work environment. For this assignment, you are required to review a scenario regarding a woman (Kate) who has experienced negative stress stemming from her work environment. Then, you will compare your own conflict management skills and experiences against Kate’s experiences. Follow the directions below to write an 8–10-page report on conflict management. Review the following scenario: Kate has been employed by a well-known manufacturing company for 12 years. She is the only female on her line and the fastest worker. She has been promoted several times through mergers and acquisitions, but has always been looked over for a senior management position. Kate believes she is qualified for advancement but thinks her manager has a problem with her personally. To top it off, Kate did not receive a semiannual or annual review, which would have resulted in a raise. Her coworkers (all males) have urged her to go to management and report what she believes to be discriminatory behavior from her immediate manager. Now, complete the following tasks: 1. Discuss a situation you have been in where you felt...
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...Scenario One: Cost Club HRM/546 May 28, 2012 DATE: May 28, 2012 SUBJECT: Cost Club Human Resources Concerns Cost Club is administratively organized into regions, and each region develops their own operational policies as long as the low cost bottom line and reasonable customer service is maintained (University of Phoenix, 2012). There are several routine human resources issues that need to be addressed in the workplace. The first issue involves potential wrongful discharges at the Anderson Cost Club store. The second issue is assisting the regional CEO in reducing employee costs; addressing the use of independent contractors and temporary employees. The third issue involves determining if Cost Club is legally responsible in three separate situations because of employee or vendor error. The fourth issue is addressing alternatives to settle disputes between employees and the company. The last issue involves addressing the Employment Law concepts that can arise in personnel actions, and assisting in the training around best practices in selection, promotion, and performance evaluations of employees. Message 1: Discharges at the Anderson Cost Club store The Anderson Cost Club store is located in a right-to-work state which secures the right of employees to decide if they want to join or financially support a union. This will have nothing to do with how or why the two employees were terminated from Cost Club. The GM at the Anderson Cost Club store terminated the...
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...Hrm 546 Scenario One: Cost Club Cost Club is administratively organized into regions, and each region develops their own operational policies as long as the low cost bottom line and reasonable customer service is maintained (University of Phoenix, 2012). There are several routine human resources issues that need to be addressed in the workplace. The first issue involves potential wrongful discharges at the Anderson Cost Club store. The second issue is assisting the regional CEO in reducing employee costs; addressing the use of independent contractors and temporary employees. The third issue involves determining if Cost Club is legally responsible in three separate situations because of employee or vendor error. The fourth issue is addressing alternatives to settle disputes between employees and the company. The last issue involves addressing the Employment Law concepts that can arise in personnel actions, and assisting in the training around best practices in selection, promotion, and performance evaluations of employees. Message 1: Discharges at the Anderson Cost Club store The Anderson Cost Club store is located in a right-to-work state which secures the right of employees to decide if they want to join or financially support a union. This will have nothing to do with how or why the two employees were terminated from Cost Club. The GM at the Anderson Cost Club store terminated the two employees because he wanted to downsize his store’s workforce. This is a very valid reason...
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...Inter-jurisdictional Coordination of EA: Challenges and opportunities arising from differences among provincial and territorial assessment requirements and processes Report for the Environmental Planning and Assessment Caucus, Canadian Environmental Network East Coast Environmental Law Association Deborah Carver, Robert Gibson, Jessie Irving, Hilary Kennan, Erin Burbidge November 20, 2010 ______________________________________________________________________ Summary.........................................................................................................................................3 I Inter-jurisdictional coordination of EA........................................................................... 4 II Basic principles for upwards harmonization through inter-jurisdictional EA coordination.............................................................................................................................. 6 III Immediate and underlying concerns driving attention to improved inter-jurisdictional coordination.............................................................................................................................. 8 IV Provincial EA regime differences as a challenge and an opportunity for coordination and harmonization ..................................................................................................................11 V Key characteristics of the provincial and territorial EA regimes ..................................13...
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...Blue Jean Buddha: Voices of Young Buddhists The book Blue Jean Buddha: Voices of Young Buddhists is a collection of testimonials from practicing young adults in North America edited by Sumi Loundon. It takes an interesting approach to Western Buddhism, divided in four parts being lessons, life stories, livelihood and personal reflections by the editor. It explains first-hand the overcoming of struggles and barriers faced by modern Buddhists on their everyday path to enlightenment. The stories of the young North American Buddhists vary from Lillian Guild’s search for a relationship with a strong religious foundation to Elijah Ary’s duty of bridging the Eastern and Western Buddhist worlds. As seen in lectures, Elijah Ary is a tulku, a reincarnation of a popular Tibetan Buddhist monk, and the only one ever born in the Western world (ever to be confirmed by the Dalai Lama). Another testimonial is entitled “I’m a Mutt” by Hanuman Goleman, a self-proclaimed “Bu-Hin-Chris-Jew”. Goleman explains his choice to focus on his Buddhist way of life, while remaining conscious and respectful of other faiths. Like Ary, Goleman was born to a Jewish father and Christian mother who later converted to a major Eastern religion (Hinduism at first, in contrast to Ary’s Buddhism). I found it interesting to see two men from such similar roots overcome great diversity and pursue the same faith with much different paths. Unlike Ary, Goleman was under no pressure to pursue his faith studies in traditional...
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