...Michael Collins Presents: Family Medical Leave Act Abuse: Regulation Changes are Necessary for Today’s Workforce. In partial fulfillment of the requirements for English 215 Research and Writing Summer 2014 To: Professor Sgroi, Course Facilitator Department of English and Humanities Strayer University—White Marsh Campus White Marsh, Maryland Family Medical Leave Act Abuse: Regulation Changes are Necessary for Today’s Workforce. Abuse of the Family and Medical Leave Act regulations by reciepients is a common practice that affects those who depend on the regulation. When Interminttent FMLA leave is requested, employers often find employees abusing the leave, when the leave is not necessary. When Intermintent FMLA leave is exploited, it affects those who do not abuse the regulation; by adding more stipulations to time allowences and even lessening the time granted for those who do not abuse the leave. This has become a major problem with employers and employees. The Family and Medical Leave Act must be changed, in order for it to protect those who it is intended for, and not as a “work when I want” for those who it is not intended for. The history of FMLA started in 1984 when the first draft of the legislation was written by The National Partnership for Women and Families. The Family and Medical Leave Act passed in Congress in January 1993 with bipartisan support. President Clinton signed the act with it being one of his first accomplishments...
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...Written by: Terick and Jacelyn. Email: tericktee@gmail.com Year: 2009. What may it become necessary for companies to change their market segmentation identification over time? Market segmentation is the process of placing the buyers in a product-market into subgroups so that the members of each segment display similar responsiveness to a particular positioning strategy (Cravens & Piercy, 2006). Once the companies had identified the market segmentation, the marketing effort should focus on the segment of interest and not be wasted on non-segment buyers. However, the companies need to change their market segmentation over time due to the several reasons. It is included the changing of buyers’ needs and preferences, changing of environment, ensure the stability over time and revenues and cost combination. First, the companies need to change their market segmentation due to the changing of response and perception from the consumers. Determine the response from the consumers is essential to form the market strategy for each of the market segments according to the different responsiveness from the buyers. It is important to monitor the response from the buyers constantly because the buyers’ wants and needs will change it over time. If the buyers’ needs change too fast, a group with similar response patterns at one point may display quite different patterns several months later. When there is a changing of the wants and needs, the responsiveness from the buyers were changing also...
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...vehicle warranty and ensure the best vehicle performance and reliability. More frequent maintenance may be needed for vehicles in severe operating conditions, such as dusty areas and very short trip driving. Inspection and service should also be done anytime a malfunction is suspected. The oil change indicator system will remind you that it is time to take your vehicle in for scheduled maintenance. On Electronic Vehicle Information Center (EVIC) equipped vehicles “Oil Change Required” will be displayed in the EVIC and a single chime will sound, indicating that an oil change is necessary. Based on engine operation conditions the oil change indicator message will illuminate, this means that service is required for your vehicle. Have your vehicle serviced as soon as possible, within the next 500 miles (805 km). NOTE: The oil change indicator message will not monitor the time since the last oil change. Change your vehicle's oil if it has been 6 months since your last oil change even if the oil change indicator message is NOT illuminated. Change your engine oil more often if you drive your vehicle off-road for an extended period of time. Under no circumstances should oil change intervals exceed 6,000 miles (10,000 km) or 6 months, whichever comes first. At Each Stop For Fuel Check the engine oil level about five minutes after a fully warmed engine is shut off. Checking the oil level while the vehicle is on level ground will improve the accuracy of the...
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...Capitalization Directions: Choose the option that corrects an error in the underlined portion(s). If no error exists, choose “No change is necessary.” 1. Byron likes spicy foods, so he chose the Asian chicken wrap. Martha prefers bland A dishes and ordered a large basket of french fries. B C A. B. C. D. 2. asian Large French No change is necessary. Janelle will take Fundamentals of Biology next semester; she hates Science classes but A B needs the credits to transfer to a university. C A. B. C. D. fundamentals of biology science University No change is necessary. 3. My family prefers to cook a ham on holidays, but uncle Bart is a vegetarian, so my A B C mother prepares “tofurkey” for him. A. B. C. D. Holidays Uncle Vegetarian No change is necessary. 4. Dai is vietnamese, but she grew up in Puerto Rico, where she attended cooking school; A B now she is the head chef at the Cuban restaurant on Orange Avenue. C A. B. C. D. Vietnamese Cooking School cuban No change is necessary. 5. Turn left! We need to go west on Highway 50; otherwise, we will be heading toward A B Daytona beach. C A. B. C. D. West highway 50 Daytona Beach No change is necessary. 6. Katelyn used her last dollar to buy m&m candies; she would have enjoyed a Pepsi to A B wash them down but the cafeteria prices were too expensive. C A. B. C. D. M&M pepsi Cafeteria No change is necessary. 7. Juan is taking a religion class this semester; he likes the professor and the readings, but A B he most enjoys...
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...Choose an organisation that has gone through a change process and critically evaluate the management of that change process by the consultant(s) or change agent(s) involved. The full assessment criteria is overleaf but please note the following information :- Context In order to evaluate the management of the process it is necessary to understand the situational context to assess how appropriate the consultant/change agent approach was. Consequently, it is necessary to present the consultancy/change agent intervention taking into account issues such as a) the triggers and forces promoting the change b) the nature of the change (i.e. was it proactive or reactive, was it planned or unplanned ?) c) the level of the change (as seen by key stakeholders) with justification for perspective Approach It is necessary to consider the approach adopted by the consultant/change agent and to assess how this was appropriate to the situation faced - how did this impact upon the 'psychological contract' and did the approach change during the consultancy/change agency intervention … and why ? Process Content It is necessary to present the process that the organisation and its members went through in a way that is easy to follow. This includes showing an awareness to the issues confronted at each stage and how they were 'managed' by the consultant/change agent. Consequently, it is important to be clear about the culture of the organisation and the sources of resistance BUT...
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...Proctor and Gamble There are many steps needed for successful change implementation. the successful change implementation. Many organizations require change to survive the economical battles of doing business. The communication style of management is also an important area for change. There are multitudes of articles and information regarding organizational change and many of them has have conflicting information on what is most important. The factors of change can be slightly different based upon the type of business, but the basics are always the same. How an organization communicates the need for change, the plan for change as well as the implementation of change are the broad spectrum of the success or failure of change. Not clear. The following literature reviews attempt to This literature review support the hypothesis that Proctor and Gamble would benefit from creating desire to change, communication, planning and resources. These are four of the most important phases of successful change implementation for Proctor and Gamble. Proctor and Gamble Problem Overview Underline not needed. Proctor and Gamble is an innovative, multinational company. Currently, Proctor and Gamble lacks an effective distribution system in some segments as well as poor location in some foreign countries and high cost of inputs. Another area of weakness is the employment of foreign based local management who don’t have international business experience. doesn’t have any international...
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...Trained Not to Care about Politics" published in the journal Social Problems, explores the ways in which indifference undermines democratic norms and sustains structural inequalities by fostering socioeconomic inequality and political disengagement. In addition, the discourse surrounding indifference to climate change underscores its detrimental effects on ecosystems and communities, by impeding...
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...The word "change" is contentious because it discharges frustration and put extreme pressure on organizational leadership. However, facilitate organizational change dramatically require creativity. In Allen, Smith & Da Silva, et al. s described transformational leadership style to have an assertive readiness for organizational change and organizational creativity, (2013, p. 24). Having observed or read the recent mandate from Governor Nixon with the appointment of an assistant Megan Brock to lead the Emergency operation Team in light of negative publicity. Conversely, understanding change as a process is fundamental to communicating change vision. Constructively, change visions begin with innovation and diffusion. In Lewis, et al. described...
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...Explain Aquinas’ Cosmological argument. Aquinas Cosmological argument is an attempted proof of the existence of God working from the undeniable fact that the universe exists. He formulated his argument in three ways. His first formulation of the Cosmological argument was the argument from motion. He argued that everything in the universe is in a state of constant motion and change. He saw change as the motion of an object turning from a state of potentiality into a state of actuality and thought that something must cause the object to change between these states. He goes on to say there must have once been something that performed the function of an unmoved mover; for were this not the case there could be nothing to set all other objects in the universe into their courses of motion and change. Therefore Aquinas concludes that this unmoved mover is what everyone else refers to as God. Aquinas second formulation uses the argument from cause. He argued that everything in the universe has an efficient cause, nothing is its own cause. Therefore everything is caused by something else. However there cannot be an infinite regression of causes because if there were no First Cause which was a sufficient cause of itself in itself then there could have been no following causes, and nothing would exist today. Because the universe does exist we must therefore accept the existence of an uncaused cause and this cause is God. Aquinas third formulation uses the argument from contingency. He...
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...undergo many changes over the years to survive. In this paper the subject to discuss is the process of organizational development, many of the theories used in the processes, and the basics of the organization changes. Additionally, the paper will present what conditions are necessary for organizational development and changes. Process of Organizational Development The process of organizational development is simply an organization improving itself by setting plans and implementing them. The plans are usually set toward improvements in the performance of the organization and individual development in an effort to increase productivity, work satisfaction, and profit. This is done by changing the behavior of the individuals by addressing their communication methods and other factors that constitute them working together along with other issues needing resolution. Most organizations find themselves in the processes of organizational development to remain strong against their competition. According to the authors of Organizational Psychology “One of the most common motivating factors behind organizational development programs can best be described as survival” (Jex & Britt, 2008, p. 1). Lewin’s Three-Step Model Lewin’s model states that organizational change involves a move from one state to another. Step 1: Unfreezing – In this step there is recognition of change identity. Conditions from the resistance of change began to show, becomes undesirable, and a change must occur...
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...individual change. While many change management projects focus on the steps necessary for organisational change, ADKAR emphasises that successful organisational change occurs only when each person is able to transition successfully. It makes sense then that this model, developed by Jeff Hiatt, CEO of Prosci Change Management, and first published in 2003, focuses on 5 actions and outcomes necessary for successful individual change, and therefore successful organisational change. The ADKAR model of change management Hiatt refers to each of these five actions as building blocks for successful individual change, and therefore successful organisational change. As the graphic indicates the process is sequential. In other words each step must be completed before moving on to the next. Hiatt emphasises that it is not possible to achieve success in one area unless the previous action has been addressed. The ADKAR model consists of five sequential steps or actions: 1. Awareness of the need for change. Understanding why change is necessary is the first key aspect of successful change. This step explains the reasoning and thought that underlies a required change. Planned communication is essential. When this step is successfully completed the individual (employee) will fully understand why change is necessary. 2. Desire to participate in and support the change. In this step the individual is able to reach a point where they make a personal decision to support the change and...
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...I will provide the Scope Management Plan for VisionTec’s new Vision System project. This plan will document the scope management approach; roles and responsibilities as they pertain to project scope; scope definition; verification and control measures; scope change control; and the project’s work breakdown structure. This project will be to organize the product development process for your new product. This new technology uses a high resolution camera to inspect drug labels to insure they contain the proper information that is required by government standards.I will develop a Work Breakdown Structure for this new product. The will identify all the deliverables of the project programming, and testing a new camera which will be used to track the company’s finances and improve various financial processes. This includes design of the software, all programming and coding, and testing/validation of the software. No external resources or outsourcing are anticipated for this project. INTRODUCTION Scope Management is the collection of processes which ensure that the project includes all the work required to complete it while excluding all work which is not necessary to complete it. The Scope Management Plan details how the project scope will be defined, developed, and verified. It clearly defines who is responsible for managing the projects’ scope and acts as a guide for managing and controlling the scope. Project Scope Management follows a five step process; Collect Requirements...
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...practices to distribute a successful organization. In order to become effective and sufficient, the organization must be centered on or around human resources, management, organizational culture, and implemented processes. In the readings of Leading Change, Kotter displays a different interpretation from the textbook regarding a strong emphasis for leadership to assist in successful transformations of organizations. Kotter explains that failure to transform an existing or upcoming organization results from too much complacency, failure to create a sufficiently powerful guiding coalition, underestimating the power of vision, under communicating the vision, obstacles blocking the vision, failure to create short term wins, declaring victory too soon, and neglecting to anchor changes firmly (1-14). Establishment of a Sense of Urgency The establishment of a sense of urgency is crucial to gaining needed cooperation. With high complacency and low urgency, the organization struggles to generate interest to address the problems and ability to convince key individuals to create and communicate the change vision (Kotter 36). In order to initiate a secure level of urgency within the organization, methods to reduce or eliminate complacency is necessary. Attention must directed to address allowed crises, broader decision making , more long term goals instead of low functional goals, and initiation of growth. Ivancevich, Konopske, and Matteson believe that managers have a responsibility to...
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...Luna Inc. Change Model Andy Davis Organizational Change MGT 435 Kevin Righter January 21, 2013 Luna Inc. is taking the necessary steps necessary in the advancement of its organization by adding new accessory products to its company. In order for the success of this change they are conducting different surveys to make sure that this is right for the company at this time. For this change to be successful they keep the products in line with the organizations vision. Identify the three models or theories of change that Luna Inc. might apply as it implements its change initiative. Luna Inc is a high end accessory company operating in Mississippi with employee strength of 250 with annual revenue of $2 million. The product profile is luxury handbags, jewelry, watches, earrings and scarves (luxury accessories). Because of the nature of business Luna Inc. is likely to make product and administrative changes on a regular basis. The expansion project of Luna Inc. will have a short term and long term objective to meet. The short term objective is to open a store in Shanghai, China. This will be the first international expansion of the company and attention will have to be paid to the process because of future expansion. Three modules of...
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...Managing Change in the Workplace Managing change in the workplace is a constant for all leaders. Managers are constantly having to redefine the way business is be operated the products and services that are being offered and how this will impact their customers and the community. Change is something each business must go through in order to stay up-to-date. This is often times a challenge for those that work within the business. New training, new procedures, new products, and paperwork the list is endless. Moving people out of their comfort zone is a challenge in itself. There are strategies the managers along with all the employees can help with the change with the help of the Human Resource Department, and a well thought out plan with changes can be made with little to no resistance. Some managers find the best approach to tackling change is with urgency. Other’s managers believe is best to simply explain that the necessary changes will take a team effort. Explaining that competitors are or will outperform them if necessary, changes are not meet with head on. That they will see a decline in sales, production, and growth. Managers may also need to explain that there cannot be a pay increase, bonuses, incentives without change and growth. They also may need to explain that growth is necessary for every company. Managers need to make sure the right people are on board with the changes. Somethings to watch for is behaviors, attitudes, and skills. The right skills, attitudes...
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