MGT 3375 October 20, 2011 Carter Cleaning Compnay 1- It’s great that Mr. Carter recognizes that there is diversity in the work place but just because you have a substantial number of women and minorities working for you doesn’t cancel you out from being looked upon as being discriminatory. The meer fact that the minority applicants are being asked questions that the other applicants are not being asked is grounds for discrimination. Unless the position that the employee is being hired for warrants
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Dongguang Li Management 350 DR.B. Cooper Johnson 09/01/2015 Case 1 Question: 1-20. What do you think is causing some of the problem in the bank’s home office and branches? The one of important issue in bank’s home office is employee turnover was so high in past 8 years. The supervisor to find a suitable employee to replace the worker who wants quit or already quit. Employee turnover is a costly expense in lower paying job rules. So employee turnover rate is highest. It was no standardization of recruitment
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selection process, testing concepts, types of tests, and selection techniques. It also addresses legal and ethical questions surrounding the area of testing and selection. Interesting issues: Most companies desire reference and background information to make employment decisions, however, most companies also have policies against giving out any information on current or past employees beyond basic job titles and dates of employement. Students need to see the tug-of-war between privacy rights and
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1. It is not true that the Carter Cleaning Company can’t be accused of being discriminatory just because they hire mostly women and minorities. Men could and majorities could feel like they are be discriminated against if that’s the case. 2. The company should take the complaint very serious. Encourage the two women to inform the manager that the conduct is not welcome. The company should issue a solid policy statement condemning such behavior and inform the employees about it. Managers and
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Robert Millett Case Two 2-29 We're fortunate enough to live in a society where if a situation arises at our work place we're protected under Title VII. Stating that “no person employed or seeking employment by a business with more than 15 employees may be discriminated against due to his or her race, color, religion, sex, or national origin.” Today, organizations and companies are also creating a safe work environment for those of different sexual orientation and gender identification. Discrimination
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skills development 1.Case Study (9 Marks) One common complaint employee’s voice about supervisors is inconsistent messages – meaning one supervisor tells them one thing and another tells them something different. Imagine you are the supervisor/manager for each of the employees described below. As you read their case, give consideration to how you might help communicate with the employee to remedy the conflict. Answer the critical thinking questions at the end of the case? Bob is a 27-year old
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offeree accepts them.An offer can be express or implied from conduct (see case Textile Holdings Ltd v Spencer plc 1897).It is necessary to differ between an offer and an invitation to treat because an invitation to treat is only some kinds of a preliminary stage in forming an agreement where one party invites the other to make an offer. Usually, an offer need to be definite (although can be made to the public at large – see case Carlill v Carbolic Smoke Ball Co 1893) and addressed to a specific party
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Sustainable Purchasing Terrence Damp All businesses need inputs in order to be able to operate. These might be physical inputs, such as raw materials, like engine components for a car manufacturer. They may also be service-based, such as specialist engineering consultancy when trailing new technology or distribution services for a high street retailer. It is vital that inputs not only meet the required and reliability standards, but also those they are competitively priced. Supply chain management
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8 Management Services Spring 2012 Efficiency nformation 5S By Dan Markovitz. llison is an anaesthesiologist at a major hospital in New York. Real estate prices being what they are in the country's most expensive city, her office is only slightly bigger than a broom closet. Every horizontal surface of Allison's office (except for her chair) is covered - no, buried - in paper: printed-out emails, regular mail, departmental memos, receipts from the last conference she attended
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|PART TWO RECRUITMENT AND PLACEMENT | | | | | |CHAPTER | |T Seven | |
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