...Organization CASE STUDY 2 SINK OR SWIM 1. What are the key differences regarding the first day of work for these two employees? The most important key differences regarding the first day of work for Jill and Ben is the Induction and orientation. This basically happened with Jill in very professional manner with manager meeting her and making her more comfortable with the work environment (office, colleagues …). She was then provided with her proper schedule for next course of actions followed by series of online orientation courses and making her known about company’s culture mission and consulting methodologies. But In case of Ben his manager didn’t came to meet him even on his very first day, he was not introduced to his colleagues and not even shown new office , the office was lacking supplies and computer . He was given large paperwork on his first day. His manager also gave him four large binders for project works. Ben’s manager also gave a list of 20 online orientation courses and asks to complete them within deadline. 2. Are these differences really important elements for recruitment and retention of employees? Explain. Definitely, these differences are important factors recruitment and retention of the employees, because all employees should have inducted and oriented at the beginning which will make theme comfortable with the work environment, colleagues and the culture and mission of the company. All Employees should be actively interacting...
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...traditional scientific processes, but also by political, social, and personal interest,” (Johnson, 2009, p. 65). The following summaries of management errors will be examined as if management were that of a post modern/complex adaptive system. Scenario 1: A manager fails to account for employees’ ability to learn safe practices by experimenting on their own to increase productivity and jeopardize current standards put in place. This scenario is an error because the manager failed to see the inevitability of change. As resources become scarcer, employees are going to search for ways to increase their productivity as they feel more pressure to produce. A manger with a post modernist perspective would act as a change agent and anticipate the need for increased productivity and would implement the changes necessary prior to their staff experimenting on their own. “The change agent's job is to develop a climate for planned change by overcoming resistances and rallying forces for positive growth,” (Westover, 2010). Scenario 2: A manager puts all employees through the same orientation program with no regard to cultural differences, therefore laying groundwork for conflict due to misinterpretation of role assignments. This scenario...
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...Sink or Swim – a case study for Employee Orientation 1. What are the key Differences regarding the first day of work for these two employees? The key differences regarding the first day of work between Jill and Ben is the good introduction of the manager for Jill, which it was very professional how the meeting was, she was introduced to her office, provided with computer, stock, and supplies, later was introduced to her colleagues, Jill was fully understand her task and proper Schedule for next coming weeks, followed by series of online Orientation courses and making her known about company's values, mission and consulting methodologies. While Ben his manager didn’t come to meet him on his first day, he was not introduced to his office and colleagues, Ben's office were missing of supplies and computer. He was given a huge paper work, and then large binders, later a list of 20 online orientation courses and tasks that he should complete them within the first two weeks. 2. Are these differences really important elements for recruitment and retention of employees? Explain Yes these differences are very important elements for recruitment and retention of employees, proper introduction to the company are the key essential for the employee for making him or her feel comfortable in the first day of the job, the employee should get familiar with his colleagues, company's mission and values, these elements are potential for determine long term relation in the company. ...
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...cultural competency occur? What can one do to become culturally aware? Describe an effective approach to using The Purnell Model when working with subcultures (immigration status, gender, political beliefs, socioeconomic status, sexual orientation, educational status, etc.). HLT 324V Week 1 Allied Health Community Media Scenario Details: The ability to communicate, interact with different cultures, and think critically is essential in the medical field. The interactive media scenario you will use for this assignment illustrates a situation that could easily arise when working in health care. To complete this assignment: 1. Go to the “Allied Health Community” media link: http://lc.gcumedia.com/hlt307v/allied-health-community/allied-health-community-v1.1.html 2. Click “Enter” to begin. 3. Click on the box that says “SCENARIOS.” 4. Click on “View Scenario” for the “Critical Decision Making for Providers.” 5. Examine how the described problem might happen in your facility and the impact it could have. Work through this situation by examining all of the choices presented in the scenario. 6. When you get to the end of the scenarios, one scenario will have the word “Transcultural” on the top right corner. Click on “Transcultural.” Read the scenario and answer the four questions that are provided. While APA format is not required for this assignment, solid...
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...Scenario #1 Managers fail to account for an employees' ability to learn safe machine operation methods by experimenting on their own with ways to speed up production and thereby reduce the effort they are required to use. This type of failure is an open door to disaster. The key word listed in this error is “experimenting.” No employee should have to learn by experimentation; especially on how to operate machinery. Anything newly introduced to employees should be monitored and failure for this observation to occur can lead to a major catastrophe. Being safe should be the biggest concern for a company and should be the number priority for any organization. Appropriate training is required to operate machinery correctly to avoid a safety hazard for not just for the employee but for the company as well. By adequately training employees on how to operate machinery correctly will minimize accidents by default. It is understandable how speeding up production can become an issue within an organization but before one can perform at their maximum effort/potential, training is required. Therefore that will not only assure the employee know super efficiently how to operate a piece of machinery but will also assure that the individual will perform effectively because of being trained the correct way the machine is supposed to function. Scenario #2 Managers sometimes put all employees through the same orientation program regardless of differences in cultural interpretations...
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...determinants of health (SDHs), is defined by the World Health Organisation (WHO), as being “the conditions in which people are born, grow, live, work and age” that are “shaped by the distribution of money, power and resources” (World Health Organisation, 2014). According to Pega and Veale (2015), SDHs include education, occupation, income, gender, ethnicity/race, sexual orientation, and gender identity. It should be noted that sexual orientation was added as an SDH by the authors due to an article by Logie (2012), who found that people from lesbian, gay, bisexual, transsexual, or queer (LGBTQ) sexual orientations faced pronounced negative health biases. The authors argue that gender identity should be added as an SDH, as it was found that prejudice, transphobia, and other violent and biased behaviours aimed at transgender people resulted in differential amounts of societal exclusion for groups of people defined by gender identity, encompassing healthcare scenarios. These socially conditions cripple transgender people via social exclusion, and benefit non-transgendered people through social inclusion. Although gender identity itself does not predict health status, it socially stratifies the population into different exposures to SDHs such as transphobia. Gender identity draws equal comparability to items on the SDHs list like sexual orientation (Logie, 2012) and ethnicity (World Health Organisation, 2008) by discriminating on the basis of racism or homophobia. These are socially constructed...
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...Employment-At-Will Doctrine In the United States, employees without a written employment contract generally can be fired for good cause, bad cause, or no cause at all; judicial exceptions to the rule seek to prevent wrongful termination. There are three exceptions to the doctrine that are recognized across the 50 states. These exceptions address employment terminations that are in line with the doctrine requirements but are probably not justified [Muhl, 2001]. Public-policy exception Under the public-policy exception to employment at will, an employee is wrongfully discharged when the termination is against an explicit, well-established public policy of the State. For example, in most States, an employer cannot terminate an employee for filing a workers’ compensation claim after being injured on the job, or for refusing to break the law at the request of the employer. The public-policy exception is the most widely accepted exception, recognized in 43 of the 50 States [Muhl, 2001]. Implied-contract exception The second major exception to the employment-at-will doctrine is applied when an implied contract is formed between an employer and employee, even though no express, written instrument regarding the employment relationship exists. Although employment is typically not governed by a contract, an employer may make oral or written representations to employees regarding job security or procedures that will be followed when adverse employment actions are taken. If so...
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...actions he has to handle the situation in timely manner. If he can’t not handle it within the time span he will have to minimize the damage and finally, he will have to plan for these kinds of things not to happen in the future. Background Carl Robbins, a new campus recruiter for ABC Inc., was assigned the job recruiting new hires to work for the Operations Supervisor, Monica Carrols. He hired 15 new trainees to work with Monica. This was Carl’s first recruitment effort. Car had scheduled a new hire orientation, which was to take place on June 15. He wanted to have all of the new hires working by July. On May 15, Monica contacted Carl about the training process, orientation, manuals, police booklets, physicals, and drug screening which Carl would coordinate for the new recruits. Carl secures his boss that everything would be set in time. (University of phoenix material 2012) After Memorial Day weekend, two weeks for the orientation training, Carl finds that the applications of the new employees are incomplete and that almost all the files missing transcripts. Another realization is that there are missing pages on the orientation manuals and in fact, they are not enough. The third delay was that none of the new employees had undergone a drug screening which was a mandatory requirement for all employees at the company. Hoping there are the only problems...
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...Chapter 12 Human Resource Management True/False Questions WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT 1. High-performance work practices are those that lead to high individual and high organizational performance. (True; moderate; p. 323) 2. High-performance work practices involve a commitment by management to improve the knowledge skills and abilities of the organization’s employees, increasing employee motivation, and enhancing the retention of quality employees. (True; easy; p. 323) THE HUMAN RESOURCE MANAGEMENT PROCESS 3. The human resource management (HRM) process consists of 10 activities necessary for staffing the organization and sustaining high employee performance. (False; moderate; p. 323) 4. A labor union is an organization that represents workers and seeks to protect their interests. (True; easy; p. 323) 5. In the United States, nearly 25 percent of all workers are unionized. (False; moderate; pp. 323-324) 6. Affirmative action programs assure that minorities are given equal opportunities in the workplace. (False; difficult; p. 324) 7. A community fire department can categorically deny employment to a firefighter applicant who is confined to a wheelchair. (True; moderate; p. 324) 8. The United States will experience a shortage of 20 million workers over the next 10 years according to the U.S. Bureau of Labor Statistics. (False; moderate; p. 325) HUMAN RESOURCE PLANNING 9. Human resource planning can be condensed into two...
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...Experiences of misunderstanding at work scenario 1 Last year as we were preparing for our quarterly meeting, somewhere along the line in our group a misunderstanding occurred within the group. The operations market team who are responsible for putting the quarterly meeting consist of six staff. Five of the staff in the group has been with the company over six years. The last member on the team was a recent transfer from another department, though has also been with the company for about six years as well. Therefore, the majority of the team had taken part in previous market meetings except for the new member. We received an email directed to the team from the Partner in charge of the meeting with bullet points of what each person was expected to do prior to the meeting. The meeting was scheduled one month from the time of the initial email. We knew we had a deadline to meet and what was expected had been outlined in the email. We all proceeded to work on our respective parts, as each part was involved with the other therefore keeping constant communication was key to meeting the deadline. The team noticed that the new team member was not being responsive to emails and it was extremely important we know of her progress since all parts were integral of each other and without her input we were lost. Her non-responsiveness caused stress among the team because we did not know if her portion was completed, and this was imperative for the rest of us to complete our part....
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...Communication in business is one of the most important life skills in and around the work force. So what makes a communication successful and unsuccessful? And what techniques and models should be employed to utilize this skill? The essay will first analyze an unsuccessful situation, and discuss what possible techniques the employer can utilize to remedy the problem. Next, the essay will cover a successful communication scenario and how and why it has an impact on the success of the company. Communication breakdowns happen everyday, but what happens when you don’t communicate all together? The following example is a real life situation of what happens when you fail to communicate. It involved an office worker who liked to play pranks on people. The manager was aware of his behavior but disregarded it because he was a hard worker. The situations escalated when the office worker thought it would be funny if he stuck out his leg out of his office cubicle to trip a coworker walking by, consequently the coworker tripped and injured his leg. As a result, the injured employee ended up filing a lawsuit against the company and won. However the situation would have easily been prevented as the manager was aware of the employee’s behavior and had he of implement proper communication about rules, regulations and behavioral conduct he would of ended up saving his company money. In this event, the consequence of not addressing the office worker’s behavior not only affected the working...
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...aware of multiple issues a couple weeks before the new hire orientation that he scheduled. Given that the ABC campus recruiter, Carl Robbins, had six months of experience and was developing difficulties with the pre-planning for his new hire orientation, I conclude that the company ABC needs to provide better training to personnel, improve conference room reservation procedures, and provide a checklist to recruiters for new hire packets. Background In early April, Carl Robins successfully recruited 15 new hires to work for Monica Carrols. He has only been working for ABC, Inc. for six months, and this was his first recruitment mission. He scheduled a new hire orientation that would take place on June 15 because he wanted the new hires to start working by July. On May 15, Monica contacted him in reference to the training schedule, orientation manuals, and other issues that involved the recruits he hired in April. Carl reassured Monica that everything would be done on time in accordance with the planned schedule. After Memorial Day, Carl decided to look over the new trainee files to make sure all the paperwork was completed before orientation. He then realized that a couple of the recruits did not have their applications completed and their transcripts were not on file. On top of this, none of the recruits had been to the clinic to receive their mandatory drug test. After discovering this, he looked for the orientation manuals and discovered that there were only three incomplete...
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...Sink or Swim – A Case for Employee Orientation Scenario Jill and Ben have accepted positions as business consultants with two different Fortune 500 organizations. Both have MBAs and at least five years of experience as business consultants. On Jill’s first 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...
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...Scenario 1: When addressing the issue of a new hire who has not shown the ability to learn the systems needed to perform a job one of the very first questions that should be asked is what made the hiring manager believe this employee would be competent? According to Manzoni and Barsoux, managers often bear some blame for an underperforming employee and most commonly the failure occurred during the candidate selection process. In reviewing interview notes, questions asked and not asked we will often find errors we as managers made in gaining an accurate understanding of a candidates abilities and competencies. For this new hire, the first step would be to review those interview notes and try to identify any oversights. Perhaps the job responsibilities were not discussed because the focus of the interview was more on her school experience. If skills testing was administered, we should take a closer look at the time it took her to complete the tests as well as a closer look at what she got wrong. Perhaps the test given was not an appropriate assessment to identify competency for the job she was hired for. Next it is time to have a one-on-one discussion with her. Since the employee feels that she is not appreciated and is a good worker, give her an opportunity to show this and explain it in detail to you. State that from the productivity perspective this is not being seen, but we acknowledge that we cannot always see everything our employees are able to accomplish...
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...SURJ Learning to Select Robotic Grasps Using Vision on the Stanford Artificial Intelligence Robot Lawson Wong1 Grasping is an essential ability for manipulation; for robots such as the Stanford Artificial Intelligence Robot (STAIR) to be resourceful in real-world environments, they must know how to grasp. While this is a well-studied problem in the case when a full 3-D model of the target object is known, it is difficult for real-world scenarios, where the robot must rely on imperfect perception to model the scenario. This paper presents a novel approach for grasping that only uses local 3-D information acquired from sensors. Given data of the environment from 3-D sensors, our algorithm generates arm/hand configurations that may potentially achieve a good grasp, then computes features of these candidates to select the best candidate and execute its grasp. These features capture desirable properties of potential grasps based on sensor data, which our learning algorithm then uses to predict how likely the grasp will be successful. This algorithm was tested on STAIR in real-world grasping of single objects and of objects in cluttered environments. Significant improvements in both cases were found. Introduction As the field of artificial intelligence becomes increasingly advanced and integrated, it is time to revisit the half-century old “AIDream,” where intelligent robotic agents were envisioned to interact with the general human population. To this end...
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