...RE: Lead Elements in “True Heroes” Police Action Figure A. Lead Contamination – Problem and Solutions Upon recent inspection of the “True Heroes” line of action figures, our quality assurance team detected lead elements in the whistle of the police action figure. According to their testing, the lead content is above that which has been identified as a legally acceptable limit for children age 7 and under in the U.S. We are in the process of fulfilling a 6 unit order set to ship out this week to schools in South America. It has been estimated that the cost to reproduce the product and repack the product will be close to $100,000. After studying the situation and the facts, I have come up with three possible solutions to the issue at hand. The first possible solution is to ship this batch of products out as is to our South American clients. While the lead content of the products doesn't meet the acceptable levels for U.S. children, the products destination has different quality standards which the product does meet. We can also reduce costs and limit our liability by labeling the package as “Not Intended for Children under 7 Years of Age.” While a cost effective option, one major issue with this approach is that the company will still maintain a certain level of liability should the product sicken a child who comes into contact with the whistle portion of the toy. Because we are a U.S. based company, it is possible charges could be filed against the company in the U.S. by...
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...JDT2-Report Strategies Based on the recent discovery, analysis and recommendation we made in regards to lead levels in whistles in the package of toys meant for distribution to our customers it has come to my attention that we need some ways of increasing the chances that the employees of our company and ultimately our company itself follow our code of conduct. It has been discussed that “Key “ethics-related actions” (ERAs) observed in organizations with strong ethical cultures include (1) management communicating ethics as a priority, (2) management setting a good example of ethical conduct,(3) coworkers considering ethics when making decisions, and (4) coworkers talking about ethics in the work they do.”1 I truly believe this to be the case. The question is how do we go about this? Once a code of conduct has been determined and needs to be implemented I would follow the following set of strategies to make it permeate the company culture. “Dissemination, training, continuous employee engagement, effectiveness monitoring and feedback solicitation”1 are the tools or strategies that I recommend. Dissemination is simply making sure that all employees are exposed to the code of conduct. The ideal way to implement this is to have classes focused on the different employee groups to be able to train the code of conduct at an appropriate level for each group, answer questions and get a sign off that the employees were indeed trained in the code of conduct. During the dissemination...
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...Evaluation of Metal Whistle Containing Low Lead Level for South American Shipment Cale C. Mitchell Western Governors University Table of Contents Situation Synopsys 3 Possible Alternatives 3 Recommended Course of Action 4 Future Actions 5 References 6 Whistle Evaluation Situation Synopsys Toy Company had developed and sold a child’s toy set containing a whistle. These sets are set to be sent to the South American market, primarily elementary schools, for order fulfillment. The toy has been found to contain levels of lead that exceed what is considered safe in the U.S. marketplace. Possible Alternatives In order to evaluate each of the following possible alternatives Toy Company needs to establish some level of a decision making matrix. For example each alternative needs to be evaluated on three core questions. What is the cost, in dollars, of this alternative? What is the potential for harm to the consumer by using an alternative? What is the long term impact to Toy Company by moving forward with this alternative? In the process of asking and answering all of the questions a more plausible outcome evaluation will develop. In the evaluation and decision making process the long term impacts need to also be considered, some of the choices may potentially strengthen the relationship with the consumer. All of the considerations need to always be tested with the question “Is this the right thing to do?”. Each...
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...Memo | | During recent routine testing, it has been discovered that the whistle shipment set to go to South America at the end of the week has traces of lead slightly higher than those legally acceptable by the United States. Children are more at risk for poisoning, as they are more prone to place objects in their mouths, which will be guaranteed to happen with this shipment of whistles. When the body is exposed to lead — by being inhaled, swallowed, or in a small number of cases, absorbed through the skin — it can act as a poison. Exposure to high lead levels in a short period is called acute toxicity. Exposure to small amounts of lead over a long period is called chronic toxicity (Durani). The effects of lead poisoning are not always prevalent in children. They can range from simple headaches, stomachaches, loss of appetite, and overall crankiness. However, the long-term effects of overexposure to higher than usual amounts of lead is something we cannot overlook. These include decreased bone and muscle growth, poor muscle coordination, speech and language problems and developmental delay. Solutions & Alternatives: I propose careful consideration of the three following alternatives: Reproduce all whistles and delay shipping: As part of this option, we would communicate the quality issue with our client, offer apology, and assure them we strive to manufacture safe, quality toys. * Advantages: By remembering who keeps us in business and who the end customer is...
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...JFT2 Organizational Management Task 2 Western Governors University JFT2 Organizational Management Task 2 A1. Utah Symphony Strengths and Weaknesses The Utah Symphony has been a leading arts organization in the western part of the United States for decades. They have a rich, long history. Many strengths have contributed to this success and continue to do today. Financially, the organization is able to raise money through various means. For the fiscal year 00-01, the symphony was able to raise $3.8 million through performance revenues, $3.1 million through government grants, and $4.5 million through fundraising. With another $1 million coming from investments other minor sources, they had an operating budget of $12.4 million for the year. This puts the symphony well over its Group II, as designated by the American Symphony Orchestra League, orchestral peers that average an operating budget of $8.8 million. The symphonies fundraising and performance revenues are projected to increase for the 01-02 fiscal year, proving these a strength despite a slowing economy. A major financial weakness that the Utah Symphony must confront is the full-time salaries of the musicians. The symphony employs 83 musicians and they receive a salary between $50,000-$85,000 along with benefits. These partnered with the associated payroll taxes accounts for almost 60% of the symphony’s budget. In the next two fiscal years, the symphony’s problem isn’t looking better with the musicians...
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...JDT2 Task 2 A. Ways to address the situation One of the ways to succeed in business is to make sure customers are satisfied. In this case, If the contaminated metal whistle in the toy collection is sold to the elementary school without any corrections, an ethical issue of non-disclosure or health risk would arise. As a result, the company’s reputation and integrity would be ruined and can deter customers. To address the situation at hand, a few alternatives can be considered. The first alternative is to look for another manufacturer that can supply the toy collection for less than $100,000 and on time. The second alternative is to ask the elementary school if they would like a substitute for the whistle. Finally, the company can ship the toy collection without the whistle but give the school substantial discount on its purchase. In choosing alternatives, I first pinpointed the issues that I would like to handle. In this case, the problem was a contaminated whistle in a toy collection for an elementary school. The toy would be hazardous to the health of children due to the levels of lead present. I then decided on the types of outcome that I would like to see my decisions produce. I decided that I wanted all three alternatives to make both the company and its customer happy. Customer satisfaction is very crucial in this line of business because without customers, the business would not exist. Similarly, the company needs to make money to survive. Therefore, my...
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...REPORT The Importance of Ethical Decision Making WGU Toy Company A decision with ethical concerns is significant and comes with greater consequences than ordinary, everyday decisions. Key to ethical decision making throughout the organization is providing a written code of ethics for your business. By having a written code of ethics the importance and value of knowing right from wrong behavior is emphasized. This provides an atmosphere where moral values and principles are a priority. Instead of having employees unsure about making decisions, these written ethical principles deliver guidelines to maintain consistent and appropriate decisions. Having a code sets the tone and drives expectation for its use. It makes it clear that your company wants you to make the ethical choice, and they will support and defend you when you do. Another key to ethical decision making is training. This integrates the ethics code into the workplace. “These should be embedded as part of the culture in the organization” (Abdullah, 2013). Providing employees with tools for critical thinking and good decision making empowers employees from the very start. Training creates recognition for ethical issues and provides guidance for finding and making an ethical choice. It prepares employees for forward thinking to handle unanticipated situations and face new problems. It reinforces the significance of every employee’s responsibility to uphold the company’s principles. It gives the employee a...
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...To: CEO From: Date: 6/6/11 Re: Problem Regarding Whistles in the Toy Collection A1. To address the problem regarding the whistles, there are three possible decision alternatives: 1) Have the whistles tested by another lab to confirm the amount of lead in the whistles 2) Get the manufacturer involved and see if they will absorb the cost of reproducing the whistles 3) Send the shipment of the elementary toy collection without the whistles for now. A1a. Forming a distinctive faction of supervisors, we can review which alternatives satisfy the musts and which one satisfies the most wants and the issues at hand to devise possible resolutions. Brainstorming will allow participants in the group to provide different suggestions or ideas, thus creating more options. Once all views were presented, we then narrowed the alternatives to the top three with everyone’s agreement involved in the critical thinking process. (Explain the steps for decision making, 1999-2011) A1b. The benefits of the first alternative are having a second opinion. Whistles should not necessarily be discarded if after an additional test shows that the whistles do meet the legally acceptable limits of the lead in them. A disadvantage of the second opinion is the cost of having an additional test done to confirm the amount of lead in the whistles. Not only will it cost to have the test done, but to ship the whistles to the lab. The benefits of getting the manufacturer involved are taking the responsibility...
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...JDT2 Task 2 | The Business of Ethics | | | | JDT2 Task 2 The Business of Ethics * Metal whistle contains small traces of lead. * Primary market: Elementary schools. * Large shipment to be shipped to South America by week’s end. * Cost to reproduce and repackage toy collection, $100,000. The Business of Ethics * Metal whistle contains small traces of lead. * Primary market: Elementary schools. * Large shipment to be shipped to South America by week’s end. * Cost to reproduce and repackage toy collection, $100,000. The Business of Ethics Metal Whistles in Elementary School Toy Collection Recently, it has been discovered that the toy collection that is planned to be sent at week’s end to elementary schools in South America, did not pass U.S. satisfactory limits for children ages 7 and younger due to the metal whistle included in the toy collection containing small traces of lead. Listed below are three possible alternatives that have been identified to address the whistle problem. 1. Replace the metal whistle with a plastic whistle. 2. Find an alternative toy, i.e. flash cards, rubber ball, stickers to replace the metal whistle. 3. Remove the metal whistle from the toy collection. The Utilitarian Method was used for selecting the alternatives, as this method evaluates an act in the nomenclatures of consequences or outcomes. It endeavors to accomplish the maximum good for the maximum amount while producing...
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...JDT2 – Human Resources Task 1 Lauren Hutcheson ID#: 282778 January 10, 2014 MBA – Healthcare Western Governors University MEMORANDUM To: CEO, Toy Company From: Lauren Hutcheson Date: 10 January 2014 Re: JDT2 Task 1 Human Resources Former Employee’s Constructive Discharge Claim As you have requested, an investigation was conducted regarding a claim of constructive discharge under Title VII of the Civil Rights Act of 1964. Research and review of case law has generated the following summation and recommendations. Constructive Discharge and Title VII In the beginning of this year, and due to the continuing growth and expansion of this company, a revised work schedule was implemented. The new scheduling policy requires production staff to begin twelve-hour work shifts with a four-day on/four-day off rotating schedule. Office staff will remain on an 8:00 a.m. to 5:00 pm Monday through Friday work schedule. An employee was dissatisfied with the new schedule, stating it would require the individual to work on a holy day. Additionally, the employee feels he/she was discriminated against based upon religious beliefs and forced to resign from his/her position. The employee filed a claim against this company of constructive discharge under the Title VII Civil Rights Act of 1964. This is a federal law that prohibits any employer from discriminating employment based upon sex, race, color, nationality, and/or religion. According to the United Stated Equal Employment...
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...Shahir Yasin Date Evaluated: 02/20/2013 04:55:49 PM (MST) DRF template: JDT2 Human Resources (V2 GRADUATE-0610) Program: JDT2 Human Resources (V2 GRADUATE-0610)-PA Evaluation Method: Using Rubric Evaluation Summary for Human Resources: JDT Task 3 Final Score: Does not Meet Overall comments: An outstanding presentation has been provided, effectively discussing succession planning and team performance. Only two aspects, pre appraisal activities and steps the CEO and board of directors should take to implement the key points covered in the presentation require addition support. Detailed Results (Rubric used: JDT Task 3) Articulation of Response (clarity, organization, mechanics) (0) Unsatisfactory (1) Does Not Meet Standard (2) Minimally Competent The candidate provides limited articulation of response. (3) Competent The candidate provides adequate articulation of response. (4) Highly Competent The candidate provides substantial articulation of response. The candidate provides The candidate provides unsatisfactory articulation weak articulation of of response. response. Criterion Score: 4.00 A1. Optimal Results (0) Unsatisfactory The candidate does not present the optimal results of a well-prepared and well-delivered performance appraisal. (1) Does Not Meet Standard The candidate presents the optimal results, with no detail, of a wellprepared and welldelivered performance appraisal. (2) Minimally Competent The candidate presents the optimal results, with...
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...Task #1 – JDT2 Memo to CEO To CEO: As you may be aware, the company is currently facing a lawsuit brought about by a former employee, Mr. X. He is claiming that under the Civil Rights Act of 1964, Title VII he has been a victim of “constructive discharge” since we have changed the company’s working schedule policy to a four day rotational shift. Constructive discharge or forcing an employee to resign by making the work environment so intolerable a reasonable person would not be able to stay (Equal Employment Opportunity Commission, 2012)., is illegal according to U.S. law. Mr. X states that since we have gone to the four day rotational schedule, his religious beliefs are being infringed upon since he would have to work on his religious “holy day”. According to U.S. law, the company does have an obligation to accommodate Mr. X’s request. The law requires an employer to reasonably accommodate an employee's religious beliefs or practices, unless doing so would cause difficulty or expense for the employer. (EEOC, 2012). I would like to make the following recommendations regarding this situation. First, deny any wrong doing based upon the following: 1. Mr. X neglected to notify anyone within the company of his religious status, in other words he did not establish one of the key components of prima facie (Leagle, n.d.). Had Mr. X made the company aware of his religious beliefs, it might have been possible to make allowable accommodations for him. 2. Mr. X was...
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...(JDT) Task 1 September 6, 2014 JDT2 Task 1 To: CEO From: Elementary Division Manager Date: September 6, 2014 Subject: Response to Title VII of the Civil Rights Act of 1964 claim made by former employee. A. Constructive discharge is defined as when a worker resigns due to a hostile work environment created by the employer (elaws, 2014). This can occur when an employer makes significant changes to the terms or conditions of worker’s employment (elaws, 2014). In the case of the employee who filed a claim, the work hours were changed to 12-hour shifts, with four days on and then four days off. The four workdays can occur any of the days of the week. The former employee claimed that the workday could be on a religious holy day. In this case, there is cause to claim constructive discharge. The work hours changed significantly from when the employee was hired. To determine whether constructive discharge was used in this employee’s resignation, there are two tests. First, a reasonable person in the employee’s position would find the working conditions intolerable, and second, the employer created an offensive work environment with the intent to force the employee to quit (Constructive Discharge, 2014). B. Title VII: Section703 of the Civil Rights Act of 1964 that applies to employment decisions; mandates that employment decisions not be based on race, color, religion, sex, or national origin (Gomez et al, p. 92). Protected class theory states that...
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...JDT2 Western Governors University Task 2 Report After analyzing and finding possible solutions to the recent problem our company encountered, I feel that it is vital to the success of our organization if we consider the importance of ethical decision making. While many companies try and hide their true character by lying and hiding unethical decisions they make, history has shown that sooner or later they get caught and their whole organization goes up in flames very quickly. To maintain our company’s reputation and good name it is vital for us to uphold a very high ethical standard and code of ethics. This will give our employees direction when they are faced with an ethical situation. Below are two strategies that I believe will help to ensure that ethical decision making takes place at all levels of our organization. The first strategy I would feel is essential for our organization is creating a code of ethics. Skill soft points out that, “An organization's code of ethics should be like a navigator's guiding star. The code of ethics provides a reference point that helps members find their way when they're unsure of the right course of action. To provide that point of reference, a code of ethics should embody an organization's highest ideals or a company's best practices. The code should set the standard that all members strive to meet.” Our employees’ encounter different situations every day, many of which could be unethical because they are not sure which decision...
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...JDT2 Task 1 Introduction: Many would argue that one of the most influential pieces of legislation passed to date is the Civil Rights Act of 1964. Title VII of this act prohibits employment discrimination on the basis of race, color, religion, sex, or national origin. It is critical for managers and employees in organizations to have an understanding of equal employment opportunity (EEO) laws to ensure that both employees and managers are protected. Scenario: During your third week as the elementary division manager at a toy company, the company attorney notifies you that a former employee has filed a claim against the company under Title VII of the Civil Rights Act of 1964, constructive discharge, after a work schedule policy change. The employee, who quit after the policy change took effect, is alleging that the enforcement of the company’s new policy on shift work is discriminatory because the policy requires employees to work on a religious holy day. In the past, production employees worked Monday through Friday. As a result of company growth, the production schedule was changed at the beginning of the new year, requiring employees to work 12-hour shifts with four days at work and then four days off. The four work days can occur any day of the week, Monday through Sunday. The entire production staff is required to work this rotating shift. Office staff members, however, work from 8:00 a.m. to 5:00 p.m., Monday through Friday. In order to keep legal costs down...
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