...for National Office Supplies, a provider of stationery and office furniture for businesses throughout the UK. Whilst based at their headquarters in Hertfordshire, part of your role is to visit the regional sales offices and to audit their HR processes and practices. The company has experienced sound levels of growth in recent years and has experienced growth in turnover of one-third in the last three years. Prior to your appointment, the HR manager worked alone, aside from an administrative assistant, involved primarily in advising regional managers on recruitment and selection, conducting induction and ensuring that the company’s policies (such as health and safety and equal opportunities) complied with legislation. Typically, she would only visit regional offices to attend disciplinary or grievance meetings. Whilst the company has broad guidelines on how each department is managed, the general attitude among senior management at HQ has been that as long as each office is performing adequately, they are happy not to intervene or get too involved at regional level unless directly asked to do so. However following the recent growth of the firm from a relatively small, tight-knit organisation to a larger, more bureaucratic company, the senior managers are keen to introduce a ‘performance culture’ into the firm and to formalise and standardise its key HR processes. As part of an ongoing process of reviewing HR policies and practices at the regional sales offices, you have been...
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...close the regional office, because everyone quit or was fired. I quit after being there for just 6 months; and, only days after being recognized as the region's top new sales professional. I couldn't take it any longer! This job was so bad that I don't even list it on my resume or LinkedIn profile. Nothing was done to fix the situation, even after several people complained to HR, and one individual recorded a meeting in which he was verbally assaulted and threatened. Here are some traits that my former manager exemplified that led to the shutdown of the office and the mass exodus of employees. Micro Management Nobody likes to be micro managed. Be a leader not a micro manager. Be someone that your employees admire and want to work hard for. Do this by leading by example with your work ethic, integrity, and by treating people with respect. Do not constantly threaten people with their job. If this is your idea of coaching your team, then you should not be in management. As the boss you should be the teacher and find ways to help people improve. Managing by fear will make your employees resent you and the company. The first chance they get they will jump ship. My old boss locked the back door, so we had to pass by his office every time we left the office so he could keep tabs on us. Do Not Create Office Politics This manager pitted his people against one another. He told one person one thing that someone said and then told the other person the same thing. Office politics kill morale...
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...The role of the Medical Office Manager in risk management is to identify and evaluate risks as a means to reduce injury to patients, staff members, and visitors within an organization. They need to make sure office polices are being followed, they need to maintain accurate records, and maintain a good rapport with patients their families. Medical office managers have to make sure that the staff follows policies to ensure that negligence and malpractice does not occur. There are federal laws that the Medical Office Manager should be an expert in knowing and able to educate their staff, and make sure the laws are being followed (Andress, A, 2009). It is important that the office manager understands all the laws and make sure that all the staff...
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...Introduction The owners of Staff One attempted a few short term adjustments to pull in the reign on the accounting of the business as well as other aspects of the business of staffing. In the past they trusted the office manager to pay the bills, deposit the checks and pay the employees. They expected her to be truthful when questioned about specifics. They expected the information regarding payments and bank account balances shown to them to be accurate. Never in their wildest dreams would they have thought that payments made to the IRS would be deleted, bank statements were falsified or that a second set of QuickBooks would have been downloaded on the computer. Technological Improvement Many long term changes need to be implemented at Staff One but a good start is with a system that schedules employees, houses client and employee information as well as timekeeping information. A scheduling system more inclusive of the system used in the past is what is needed. A system that has the ability to involve clients, employees, managers and the owners of the company. A system that gives both ‘front office’ and ‘back office’ access. The system must also be used to as much of its capacity as possible. It is time for Staff One to learn to rely on outsourcing providers with extensive experience in dealing with Information Systems and Technology. (Pearlson & Saunders 2013) There is a system available that would meet the needs...
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...QUESTION 1: PROBLEM SOLVING For six years I have worked in the Dental field. Such time yielded experience enough to position me as “Back Office Supervisor” at the last Dental Office I worked for. During my tenure as Supervisor, besides of being in charge of Ordering Supplies and to Coordinate Dental Assistants’ duties, I developed a good working relationship and communication skills with fellow employees, as well as I was keen enough to develop a great professional relationship with each and every one of my patients, something I have noticed Management had struggled to achieve with other Dental Assistants. As such, my job was related to duties performed as Dental Assistant, initially; and secondly, in the Front Office, Confirming Appointments with patients, gather Insurance Information, check for Dental benefits, Create Patients Charts in the system, Coordinate the Delivery and Receipt of dental cases from different laboratories, etc. Unfortunately, almost from the start, as my skills and professionalism took root in a rather malicious office work environment, I noticed a very unwelcome attitude from one very “influential” employee who worked at the Front Office. It was as if my Hispanic background alone had been the cause of an all outrage of discriminatory behavior by this person. Though I did not care much about it, in the beginning; after three months that “plain” condescending attitude of his had turned to vociferous comments of intolerance directed to my Hispanic...
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...Part 1 : The Metamorphosis Narrator: When Gregor Samsa woke up one morning from unsettling dreams, he found himself changed in his bed into a monstrous vermin. He was lying on his back as hard as armor plate, and when he lifter his head a little, he saw his vaulted brown belly, sectioned by arch-shaped ribs, to whose dome the cover, about to slide off completely, could barely cling. His many legs, pitifully thin compared with the size of the rest of him, were waving helplessly before his eyes. Gregor: What’s happened to me? [Gregor looks around room, confused and scared] [Gregor then look straight out window and begins to squint] Gregor: how about going back to sleep for a few minutes and forgetting all this nonsense [Gregor tries to move but cannot] Gregor: Oh god, what a grueling job I’ve picked. Day in, day out-on the road. The upset of doing business is much worse than the actual business in the home office, and besides, I’ve got the torture of traveling, worrying about challenging trains, eating miserable food at all hours, constantly seeing new faces, no relationships that last or get more intimate. To the devil with it all! This getting up so early, makes anyone a complete idiot. Human beings have to have their sleep. Other traveling salesmen live like harem women Narrator: He looked over at the alarm clock, which was ticking on the chest of drawers Gregor: God Almighty! Narrator: It was six-thirty, actually past the half hour, nearly a quarter...
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...Training and Development Inside the economical world today managers are faced with trials and tribulations on how to successful maintain their current positions as well as keep up to date on the politics of the workplace. Management is faced with the unique challenge to stay aware of the company culture and all of the politics as well as continue to grow and educate the environment around them. Many organizations inside the healthcare field find the balance of staying on top by continuously expanding the training department. This paper will discuss why training a development and education is vital to the health care field. This paper will also attempt to explain the importance of measuring competencies and explain the process for tracking and evaluating training effectiveness. Training and education are vital in the healthcare field because it determine the quality of care that each provider or administrator will deliver. The dedication of a healthcare provider starts with the education that is received. Even after the initial education rather it is graduate school for administrators, technical school for support staff, or medical school for the providers the education is a dynamic part of the healthcare career. Continued trainings would be important to stay current on certifications or licensure no matter what the role is played in healthcare normally there will always be a need for additional training even if it is just a refresher course. Along with official medical trainings...
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... 11 Conclusion 14 Executive Summary This is case study regarding the regarding the employee resourcing. And in here, mostly discuss about the HR planning is conducted to fulfill the ABC banking company’s requirements. ABC bank is a private commercial bank and it was in operation for last 12 years. The bank had over 800 employees and currently operates with 40 branches and bank recorded 150% profit growth last year and board of directors want to expand the business during the upcoming year. The management wants to expand bank network into 15 branches and establish a 24 hour call center with 40 staff members. And also strengthen the credit card unit with sales staff and supervisors and to increase front office staff. In this report discuss about the criteria need to meet the bank’s requirements with the help of HR planning process, how to analyze requirements, compare available resources with the requirement and prepare plans to fulfill the bank’s requirement. As the another step discusses how to recruit candidates to fulfill requirements and how is going to attract candidates towards the bank and discuss about what are the strategies need to attract candidates. And also discuss about how to line up the selection process to select most competent candidate for the each level of the bank within a short period. Finally this report include how the HR planning process, recruitment and selection is done to fulfill bank’s requirement within...
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...determine if the project or phase of the project has been completed successfully. This scope will form the basis for an agreement between the project team, the customer and the project sponsor identifying both the project goals and mayor project deliverables. 2. CHANGING PRGANIZATIONAL PRIOITIES Priorities are very much everything in our economies and organizations creates uncertainty of them. I think one of the most difficult or frustrating experiences a project manager can suffer is managing within this environment while the project is being implemented. This is like a strategically driven scope where the organization may change the project’s goals deliverables, budget or time line. A project that is critical today may not be as important tomorrow and the project manager may be told to put it aside for a while and work on the newer priorities. A change in top management is another factor to be considered. This could result in change in priorities, direction of expansion and other efforts. The project manager has little control over these occurrences. Hopefully, the project has a clear process for managing project changes. There are always ways to reduce the impact of the changes by informing the teams, concentrate on executing the change, revise schedules and budget, revise project plan, and making sure there is a signed project scope etc. 3. LACK OF MANAGING PROJECT OR PROJECT OR PROJECT NOT WELL MANAGE Things were done one way and now are done different. A new...
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...Chapter 1 Modern Project Management 19 Note: If you have any difficulty accessing any of the Web addresses listed here or elsewhere in the text, you can find up-to-date addresses on the home page of Dr. Erik Larson, coauthor of this text: http://www.bus.oregonstate.edu/faculty/bio .htm?UserName=Larson References Ball Parks of Baseball, “Cisco Field,” http://www.ballparksofbaseball.com/future/ CiscoField.htm (accessed June 2, 2009). Benko, C., and F. W. McFarlan, Connecting the Dots (Boston: HBS Press, 2003). Cohen, D. J., and R. J. Graham, The Project Manager’s MBA (San Francisco: Jossey-Bass, 2001). Faylor, C., “Next Generation Wii Is Rumored to Hit the Market in 2011,” Shacknews.com (Oct. 1, 2008). Kay, J., “US Box Office Spellbound by Harry Potter and the Half-Blood Prince,” www.guardian.uk.co.filmblog (accessed July 15, 2009). Krisher, T., “GM Product Chief Says New Vehicles Must be Hits,” www. businessweek.com (accessed July 20, 2009). Larkowski, K., “Standish Group Report Shows Project Success Improves 50 Percent,” www.standishgroup.com, 2004, Third Quarter. Lunar Energy, “British Firm Announces World’s Largest Tidal Power Development,” Lunarenergy.co.uk (March 11, 2008). Peters, T., PM Network, January 2004, Vol. 18, No. 1, p. 19. Project Management Institute, Leadership in Project Management Annual (Newton Square, PA: PMI Publishing, 2006). Project Management Institute, A Guide to the Project Management Body of Knowledge (PMBOK), (Newton Square, PA: PMI...
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...Glengarry Glenn Ross Glengarry Glenn Ross is a film that received a great deal of praise from movie critics when it was released by New Line Cinema in 1992. Roger Ebert, of the Chicago Sun-Times, gave the movie three and a half stars out of four, and was quoted as saying that Glengarry Glenn Ross was the “Death of a Salesman” of modern times (Ebert). While this comparison might not be made by all viewers of this movie, Glengarry Glenn Ross is a great viewpoint into the sales offices of today, and gives an insight into the pressures that salespeople face today. The movie is loaded with supervisory styles and situations, as well as showing how unforgiving the sales world really can be. Glengarry Glen Ross was written by playwright David Mamet in 1984. The play was so well received that it received a Pulitzer Prize for Drama that same year (Emanuel Levy). Mamet adapted his play into a screenplay for the 1992 movie release. Mamet is also credited with writing the screenplays for such notable movies as “Hoffa”, “The Untouchables”, “About Last Night”, and most recently “Hannibal.”(IMDB) Mamet, however, did not direct “Glengarry Glenn Ross” even though he had previous directing experience on a movie named “House of Games” (Levy). “Glengarry Glen Ross” was instead directed by James Foley, a director responsible for directing such films as “Who’s That Girl” and “The Chamber”(IMDB). There have been several movies made over the past few fifteen years such as “Ocean’s Eleven”...
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...Conflict is unavoidable in today’s work environment. In order to resolve conflict we must first define what conflict is. According to Hellriegel, Slocum and Woodman conflict is the process in which one party perceives that its interests are being opposed or negatively affected by another party (p. 362). Workplace managers must be sensitive to the consequences of conflict. These consequences range from negative outcomes (such as loss of skilled employees, sabotage, low quality of work, stress and even violence) to positive outcomes (such as creative alternatives, increased motivation and commitment, high quality of work, and personal satisfaction) (Hellriegel, Slocum and Woodman, p. 365). Conflicts (whether they are negative or positive) will arise in organizations whenever interests collide -- and when these differences affect the relationship between interdependent people, they must be constructively managed (Hellriegel, Slocum and Woodman, p. 365). According to Hellriegel, Slocum and Woodman, conflict includes meanings, judgments, and values that crowd our minds move us to conflict. Feelings are an important dimension of conflict. For example, anger, hostility, fear, jealousy, insecurity, pain or sadness, inadequacy, are some of the feelings underneath conflicts. Although most conflicts involve disagreements of some kind, some of them can be more about feelings than thoughts. Many societies, including our own, express opposing views of conflict-sometimes it is bad, sometimes...
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...day, her manager greets her in the company lobby with a warm smile and firm handshake. He escorts her to her new office. Jill is pleased to see that the office is clean, has a working computer, and is stocked with supplies. After putting her things away, her manager gives her a tour of the building and takes her to get her employee badge. When they return, he briefly introduces her to her colleagues, most of whom are already familiar with her because of an introductory e-mail sent out the week before. Next, they go to his office, where he provides her with her schedule for the next three weeks. It includes a number of “getting to know you” meetings with her new colleagues and clients, and outlines a series of online orientation courses and in-person workshops where she’ll learn about the company’s values, mission and consulting methodologies. The team then takes Jill to lunch, where she is introduced to her mentor. She spends the remainder of the day settling into her office and beginning the schedule prepared by her manager. On Ben’s first day, he is greeted by the department’s administrative assistant, who profusely apologizes that Ben’s manager will be unable to meet with him until 11:00 a.m. She is in a meeting that is running longer than expected. The administrative assistant escorts Ben to his office and hands him about 20 sheets of paperwork to complete. She tells Ben that she will be back in about an hour, and shows him the restroom as she hurries back to her cube...
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...and Behavioral Sciences 110 (2014) 130 – 139 Contemporary Issues in Business, Management and Education 2013 New HR organizational structures in Czech and Slovak organizations Marek Striteskya* a University of Econonics, Prague, W. Churchill Sq. 4, 130 67 Prague, Czech Republic Abstract The paper deals with Human Resource Organizational Structures in Czech and Slovak organizations, reflecting new trends which are related to HR Business Partner model. HR organizational structure is the framework within a human resources department that divides the decision making functions within HR into specific groups with distinct job functions. HR Business Partner model reflects modern expectations arising from new roles of human resources managers in organizations which include its strategic consequences, change support and also its abilities of HR systems development and improvement of employee engagement. The paper in its first part describes basic principles of new roles of human resource departments in organizations based on HRBP concept and also new competencies required. In the second part the paper presents situation in these aspects in organizations from different sectors of the Czech and Slovak economy (especially secondary and tertiary sector), benefits of the HR department transformation and some conclusions drawn from the analysis of data obtained from qualitative and quantitative survey. It also compares specific situations and documents specific applications of these...
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...For the above scenario, Katherine’s reaction should be based on the office policy. Often, employees do not perform at the expected level or demonstrate unprofessional behaviors, first approach as a medical office manager is to take a written formal, detailed and signed statement from the complainant employee about the issue; it is important that a medical office manager document the specific time, dates and description of incident. An employee who has a history of being vindictive and manipulative coming to report another employee with an exemplary record can be twisted, again, proofing yourself to your boss is hard enough. Add those manipulative co-workers to the mix and you have yourself an impossible situation. Katherine’s next...
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