...Employee Performance and Development Plan Manager Evaluation Response I have been working for The Housing Partnership for almost three years now and really enjoy my job and the people I work with as well as the community I work in. My Performance evaluation was done on July 23rd by Michelle Lemons at my office at Bradford Pointe. My score was 780 out of a possible score of 1500. At this time I was also handed a disciplinary write up. I feel that I’m being singled out and discriminated against. The fabricated write up’s and negative evaluation is just a way to get me out. Starting with the write up’s. First on 3/4/2010 I was told that I was missing from property for several hours at a time and not communication with asset manager which is baffling to me since I had a cell phone and a two way radio at that time, which I was paying for. Then I was told that I’m not responding to e-mails in a timely fashion. As everybody knows, and it has been well documented that I’ve had numerous computer issues and the tech constantly coming out to repair my computer. Then it was said that I was missing days with no PTO forms filled out. Which I can’t understand as well because I’ve either worked late, or on the weekends to make up for anytime away from the office. I Asked my asset manager could I get a phone so I can communicate with my maintenance tech because it didn’t make since for him to work on the property and I couldn’t communicate with him and I was put off for over two months. I...
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...The strategies listed help point out some common sense items that wouldn’t always be addressed when setting up a new group on its own. Defining a leader is important, one go to person to make sure everybody is on track and doing their part. If anything is slipping they can reach out to that team member to offer assistance or re-assign the project so that team doesn’t fail and that person doesn’t feel picked on by the whole team. It also defines who should be asking questions and for nobody again to feel picked on or singled out by another peer. Assignment of projects and ownership is crucial to this being a team effort that everybody has a stake in the outcome of the project. Goals, both short and long term are effective for setting a timeline on when certain parts of the project need to be completed in order for the next piece to start and to ensure we meet our deadline for turning in the project on time. Setting a regular meeting schedule is a little harder with our team being spread out all over three time zones, jobs and family. Our team has discussed at least posting once a day what is going on and their status. Example I was out of pocket for two days and my team had no idea what had happened to me till I returned to explain that I had been to a funeral out of town. If I had posted ahead of time, the team would have known what to expect and when I would be back to contribute my part. I can already see within my team alone that they have asked questions or worded...
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...Summary Deindividuation account is the earliest major social psychological theories of aggression. Le Bon (1895), a French social psychologist and sociologist was the first to recognise how an individual’s behaviour changes when s/he is part of a crowd. The most important factor is anonymity. The more anonymous the crowd, the greater the threat of extreme action. A ‘collective mindset’ takes over and the crowd acts as one unit. The individual becomes part of the crowd and loses self control. ‘Deindividuation’ was defined by Festinger et al. (1952) as a state of affairs in a group where members don’t pay attention to other individuals as individuals and, correspondingly, the members don’t feel they’re being singled out by others. According to Festinger et al., individuals merge to the group, forego individuality and become anonymous when belonging to a group. Anonymity is the start of the process that leads to uncharacteristic behaviour in the individual. Being in a group causes the individual to be less bothered about the consequences of their actions. Zimbardo (1969) argued that there is more to deindividuation than just anonymity in a group or crowd. Diener et al. (1976) conducted an experiment involving over 700 Halloween trick-or-treaters visiting local houses in their Halloween costumes. Friends of the researchers put out bowls of sweets or coins that were labelled “TAKE ONE”. There were two conditions, the non-anonymous condition and the anonymous condition. While...
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...Strayer University | Summary | “Farm Girl” | | Alli Brown | 4/19/2012 | | This is a summary of Jessica Hemauer’s “Farm Girl.” This was a narrative essay where the writer, Jessica Hemauer, talks about her childhood growing up on a farm. I believe that the audience for this essay was more than likely a teacher or professor. The tone was not set for the essay as a whole. Depending on the part you were reading in the essay, the tone goes through many different emotions from angry to respectful and patient to sad and depressed then to happy. My emotional response to this essay was that growing up on a farm must be very hard on children. I felt bad that she and her brother and sisters had to get up so early to do chores around the farm, while other children their age were still soundly sleeping in their warm, cozy beds without a thought of waking up anytime soon. There are many points of this essay that stuck out to me personally, however, the main point was very clear; that growing up on a farm was very difficult as a child but, made her a more mature, responsible and strong willed adult. Jessica and her brother and sisters had a very strict, time sensitive routine every morning before school in order to get all the various chores and jobs done as well as shower, get dressed, eat breakfast and make it to the bus for school. The farm had to come first before anything else; it was the entire family’s first priority. The children had to face harsh weather conditions...
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...A former employee of our company has filed a claim with the EEOC that the company discriminated against him and due to this discrimination; the employee was forced to resign due to constructive discharge. The claim states that the constructive discharge violated Title VII of the Civil Rights Act of 1964. The former employee alleges that the constructive discharge was in correlation with religious discrimination based on a work schedule policy change. The former employee states that the change in the work schedule policy was discriminatory, because it required employees to work on a religious holy day and due to this change the employee was forced to quit. Constructive discharge in employment law is typically when working conditions are so intolerable that the employee feels compelled to resign (Constructive Discharge, n.d.). Constructive discharge is a discriminatory practice that forces an employee to resign due to perceived intolerability in the work environment. Courts will typically agree with the claim of constructive discharge, if the court determines that any reasonable employee in a similar situation would also feel discriminated against if in the former employee’s position (Ford, Notestine, & Hill, 2000). Courts also require that an employee show that the working condition was so intolerable and that the employer made it purposely so, it forced the employee to resign (Ford, Notestine, & Hill, 2000). The burden of proof is placed on the former employee...
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...Summary of Farm Girl Anderson Jude ENG 115 Professor Chris Swindell Strayer University October 23rd, 2013 The short story Farm Girl is an in depth look at life through the eyes of a young girl growing up with her family on a farm. Throughout this non-fiction story the author Jessica Hemauer, does an amazing job of describing her surroundings to pull the reader in and make them feel like they are there with her. She begins as a younger girl describing how difficult it is for a child to awake from a deep slumber, and immediately get to work doing jobs some grown men would cringe at. “Cleaning out various huts and pens and laying down fresh straw are part of our daily duties” (Hemauer, 2011 p. 84). She continues by explaining how this is the worst of the jobs she and her siblings endure, and how the dust makes it difficult for them to breathe, but they all know there is no use in complaining because it has to be done (Hemauer, 2011). She continues her story into her teenage years describing vividly the life and struggles of a teenage girl, especially one with so many responsibilities and restrictions. While in eighth grade she describes to the reader how unusual her life is in comparison to her classmates, and how she dislikes not being able to participate in extracurricular activities. However, she finally does get the chance to be normal as she defines it. “In eighth grade I really want to play basketball, and after begging and pleading with my parents, they finally say...
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...Memo to: CEO, Toy Company From: Elementary Division Manager Re: Constructive Discharge November 15, 2012 This memo is in response to a claim made against our organization by a former employee. The claim alleges that an employee was compelled to resign their position because of a discriminatory policy requiring employees to work rotating weekend shifts to include religious holy days. The company attorney has notified me that that the claim is against the company under Title VII of the Civil Rights Act of 1964, Constructive Discharge, after a work schedule policy change. A Constructive discharge is defined as follows: “Under the majority view, an employee who resigns after being subjected to unlawful discrimination is said to have been constructively discharged if a reasonable person would have found the discriminatory conditions to be intolerable. Under the minority view, the plaintiff must show not only that conditions were intolerable, but also that the employer created those conditions with the specific intent of forcing her to resign” (Finnegan, 1986). The employees Constructive Discharge is claimed in that the policy change to start rotating weekends was found intolerable to the employee due to religious holy days being a work requirement. The Title VII of the Civil Rights Act of 1964 covers a variety of potential discriminations including discrimination on the basis of religion. Discrimination could be directed to a group or individuals...
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...You Are Your Own Worst Enemy Summary It emphasizes in this chapter the importance of information security and what is the effect and causes in our work or in our organization. Today, many people and employees of an organization are engage in online activities while at work or using company technologies the create information vulnerabilities for their own organization. Gen Y employees are using “nonsanctioned IT tools while at work or using company technology include instant messaging, open source technologies, social networking sites, and many others. In a study this type of technology is not secured from an organizational perspective, and it is open doors for hackers and data thieves and enter unnoticed in an organization information assets. People are never allow this to happen and as a result of their actions, Here are three statistics study, the Accenture Study, Intel Study, and ISACA study. Younger employees are more likely to engage in online activities at work that put a business IT infrastructure at risk. Other organization are simply blocking access to those unwanted website for their security and of course, an obviously downside to these blocking actions is that a lot of Gen Y employees won’t work for a company that restricts access to these sites. Question: 1. Think of yourself as a business manager. You have employees you supervise and you are responsible for ensuring that they meet daily work quotas. But you find they are spending a couple of hours per...
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...* Provide a summary of the five functional performance measures of an operational assessment. 1. Functional perspectives - Examines operational quality through 5 different perspectives Cost, Customer service,Quality,Productivity,and Asset management.Of these 5 cost is considered the best indicator of logistics performance. 2. Measuring customer accommodation - This is measured using three different metrics , Perfect order which measures overall effectiveness of logistics performance with a ratio of perfect orders compared to total number of orders in the same time period.Absolute performance looks at how a firm’s performance impacts individual customers. Finally customer satisfaction require customer monitoring and feedback to measure. 3. Determining appropriate metrics- Appropriate metrics are chosen by analysing,the market focus ,competitive basis and finally the measurement frequency 4. Supply chain comprehensive metrics- These metrics include Cash-to-cash conversion time, Inventory days of supply,Dwell time,On-shelf in-stock percentage,Total supply chain cost, and Supply chain response time 5. Benchmarking- Educates managers on what are the newest best business practices. Main goal is to find what company to benchmark against be it internal which is easier or external where practices are benchmarked against those of a firm in what could be an unrelated business. * Provide a summary of the four dimension of sustainability as they relate...
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...Summary: Chapter 1 is defined as an Introduction to Assistive Technology. The chapter defines the term assistive technology, which can be broken into two parts: assistive technology devices and assistive technology services. Assistive technology devices means any item, equipment or system that can be used to increase, maintain or improve the functions of a child with a disability. It is important to note that there is an exception to the term, that being it does not include medical devices used by the student that are surgically implanted. These devices can then be further categorized into low-tech, mid-tech, and high-tech tools. Assistive technology services is an service that directly assists a child with a disability in the selection, acquisition or use of a assistive technology device. These services may include...
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...How I Used My Literacy Skills to Excel at Work Don Denis Western Governors University How I Used My Literacy Skills to Excel at Work The merger went through and we were finally in the big leagues. The new parent corporation is a multi-national multi-billion dollar leader in our markets. During the transition there were a lot of changes, including a new manager, a broader business focus and the introduction of the “dreaded” annual self evaluation and review. I used my literacy skills to write a meticulous and ingratiating appraisal of myself knowing it was not only important for a good pay increase, but would set the tone for a promising relationship with my new boss and distinguish me from my peers. Annual pay raises are awarded based on a merit system. This means the goals established at the beginning of the year must be accomplished by the conclusion of the ratings period in order for an employee to qualify for a pay increase. I used my writing ability, to highlight the goals I met, while downplaying the negative or neutral results on targets that I barely reached. I incorporated favorable customer testimonials and positive employee comments into the results. I expounded on the excellent, shriveled the undesirable and propped up the mediocre. With the application of some subtle formatting ploys, the finished document was strong evidence of my accomplishments and worth, certainly deserving of a significant addition to my salary. My manager critiqued the appraisal...
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...platform of guidelines that governs the rules of financial accounting utilized in the preparation of financial statements. The US GAAP can be quite flexible in its interpretations and rulings, but the framework of GAAP is based upon certain constraints and principles in the preparation of financial reports. This paper shall endeavor to address the organization of GAAP and some of the specific areas of its governing responsibility. BODY GAAP is defined as a set of accounting patterns that are required to prepare and report the financial statements of public and private companies and non-profit organizations in the United States. It hand down the standards and rules for the aid of accountants so that they can record and prepare a summary of their transactions, for their financial statements. The Governmental Accounting Standards Board (GASB) in the United States is responsible for codifying the rules of GAAP that is referred to as US GAAP. In the United States, the American Institute of Certified Public Accountants (AICPA), The Financial Accounting Standards Board (FASB) and the Securities and Exchange Commission (SEC) provide guidance, assistance, and enforcement of the standard acceptable practices of accounting. GAAP is used to prepare all the financial documents of a company and increase its understandability and faithfulness for the investors. Without GAAP, companies would not have to follow a standard format and would not be able to provide or report accurately...
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...that person must fill in the individual detail (personal detail) including payment rate authorised form and that person must sigh the offer letter that given by the company to shown that the person agree to work in the company and follow all the rules in HICOM-Teck See company. All the information and detail of the worker in HICOM-Teck See been kept in the master files. It is important that all payroll changes are entered in a timely manner and are properly reflected in the next pay period. Step 2 - The employee works for the company; labour hours are accumulated. HICOM-Teck See use thumb-print to monitor the labour hour of their staff. They have 2 gate, there is one for staff to scan their thumb-print for in, and another gate is for out. In each department, management may accumulate labour charged to jobs, processes, activities, or cost centers In HICOM-Teck See, the have a probation period for new employee. Hiring unqualified employees can increase...
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...Basics of Strategic Planning The objectives of strategic planning including understanding the benefits of strategic planning; understanding the products of strategic planning; and learning the keys to successful planning and implementation. Many organizations spend most of their time reacting to unexpected changes instead of anticipating and preparing for them. This is called crisis management. Organizations caught off guard may spend a great deal of time and energy "playing catch up". They use up their energy coping with immediate problems with little energy left to anticipate and prepare for the next challenges. This vicious cycle locks many organizations into a reactive posture. It does not have to be that way. A sensible alternative is a well tested process called strategic planning which provides a viable alternative to crisis management. Strategic planning is a step by step process with definite objectives and end products that can be implemented and evaluated. Very simply, it is a process by which we look into the future, paint a picture of that future based on current trends, and influence the forces that will affect us. Strategic planning looks three to five years ahead. It charts a definite course based on strong indicators of what the business environment will be like in those years. Indicators include census demographic statistics, economic indicators, government policies, and technological advances. They reveal strong trends regarding changes in...
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...limit] My most valued accomplishment is achieving mission success with my Battalion in a military exercise. Our mission was to provide command and control, communication and computer (C4) support to my higher headquarters to conduct and control the exercise, which was held overseas in an area spanning 100km by 150km. Weather was hot and dry in the day and cold at night, especially in the mountains. The exercise lasted 2½ weeks. I led a total of 100 active and operationally-ready servicemen. We achieved mission success with timely establishment of the C4 networks. My Battalion had zero traffic and disciplinary breaches. My soldiers’ morale were high throughout the exercise. During the post-exercise review, the director of exercise singled us out for our excellent performance. I value this the most because I have achieved it by applying skills I learnt. For mission success, I conceptualized the plan and strategized the employment of my assets for optimal coverage in the vast area. I supervised the execution and empowered my subordinates to make ground decisions. This allowed me to focus on planning subsequent operations and engaging higher headquarters. The espousal of values such as leadership, discipline, professionalism and care for soldiers helped to achieve zero traffic and disciplinary breaches. I constantly reminded my commanders to lead their men well, take care of their safety, enforce man and system discipline and execute their tasks professionally. Applying...
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