1) Distrust, disrespect, and animosity pertain to which component of indirect costs associated with mismanaged organizational stress? A. Quality of work relations pg 44 B. Participation and membership C. Performance on the job D. Communication breakdowns 2) Inventory shrinkages and accidents pertain to which component of direct costs associated with mismanaged organizational stress? A. Employee conflict B. Performance on the job pg 44 C. Loss of vitality D. Communication breakdowns 3) Thousands of equal-pay lawsuits have been filed, predominantly by ___________ since the Equal Pay Act of 1963 was passed A. women pg 80 B. African Americans C. the elderly D. Americans with disabilities …show more content…
A. Individual B. Operations C. Demographic pg 295 D. Organization 17) Providing adequate resources to get a job done right and on time, and paying careful attention to selecting employees, are parts of A. employee welfare B. grievance management C. performance appraisal D. performance facilitation pg 332 18) This can be thought of as a compass that indicates a person's actual direction as well as a person's desired direction. A. Management by objectives B. Forced distribution C. Central tendency D. Performance management pg 363 19) What would you call a meeting that is typically done once a year to identify and discuss job-relevant strengths and weaknesses of individuals or work teams? A. performance appraisal p363 B. performance facilitation C. performance encouragement D. performance standard 20) When managing careers, what should organizations do? A. Plan for shorter employment relationships B. Focus primarily on employee needs and aspirations C. Allow employees to structure work assignments D. Focus on and recognize career stages that employees go through pg 393 Career paths represent logical and possible sequences of positions that could be held, based on an analysis of what people actually do in an organization. 91 Career paths should 21) A sequence of positions occupied by a
1. McDonald’s Nutrition QR Code which will help customers gain access to nutritional facts about food via mobile devices
Identify and describe the specific issues Maalick encountered in the workplace. Do the actions of other workers at Treton represent discrimination and harassment? What elements of law are important for Treton to consider?
Be able to improve the management of workplace stress and conflict in own area of responsibility
A). Lack of Teamwork and Conflict resoultion: In relation to the case, many of the recently hires employees are not including and not trusting/age discriminating Mr. Hill. Although, there were more older employees who were upset, Mr. Hill was the one who had a massive reduction in hours. He is now going to the HR Director and Executive Director. He should have approached them earlier with the problem. (Chapter 4)
IBM Global Services, the technology services and consulting division of International Business Machines (IBM), is the world’s largest provider of systems integration and technology consulting. It offers services in areas such as application development, data storage, infrastructure management, networking, and technical support (Datamonitor Plc., 2007, p.4). IBM Global Services is also among the world leaders in providing business consulting and outsourcing services. IBM Global Services’ headquarter locates in Armonk, New York. The company has more than 190,000 employees around the world.
Question 4- Identify sources and types of information and advice available in relation to employment responsibilities and rights. (1.1.4)
Trainees will demonstrate their current ability to use different interview skills by working in groups of three to role-play an interview. The two interviewers will take it turns to use four different questions from handout to assess if the person meets the job description. The interviewee will use three forms of body language to show you they are listening.
At a comprehensive point of view, a(n) _____ includes anything an employee values and desires that an employer is able and willing to offer in exchange for employee contributions.
During Round 1 of our 3-year WDQI grant, we were able to match workforce participants in the One Stop Management Information System (OSMIS) with students in Center for Education Performance Information’s (CEPI’s) databases, and then download their Unique Identification Code into the OSMIS system. From a 2-year group of education exiters, we were able to link their interactions within the Workforce Development Agency (WDA) and their wage record outcome data. We generated 24 reports designed to answer 7 Core Questions; 8 of the reports are available to the general public on mischooldata.org (Workforce section), and all 24 reports are being used by our partners in the Labor Market Information group to generate white papers, which will be completed by September 30, 2015. NOTE: The participants that we were able to link must have visited a Michigan Works! service center, which means the output data is biased and not reflective of the general population as a whole.
1. (TCO B) Identify four categories of measures that might constitute a Balanced Scorecard of performance measures and provide an example of each. Also explain how a Balanced Scorecard could assist your organization. This answer must be in your own words—significant cut and paste from the text or other sources is not acceptable. (Points : 30)
In the year 2013, I started being my dad’s personal assistant for his own company. This has provided me with leadership skills. It has also helped me solved disputes between the owner and the clients. I listen to what the clients want and I try to help the owner and them come to an agreement about what has to be done. Especially doing everything in a good manner so the client is sacrifice with what they are getting. It is good to help solve the disputes that way the client knows that what they are getting is good quality material. Since he does not speak very fluent english I go with him to meet the clients whenever they ask for a translator. The first couple of times I went with him were very difficult for me because I was a very shy person.
c) Arbill, a Philadelphia-based workplace-safety consultancy, takes that observation to heart. The company boosts morale by giving the troops more responsibility. "We created employee committees to do things like set up a health fair, a food co-op and other [projects]," says chief executive Julie Copeland.
8.Select one (1) case in which a court charged an organization with an affirmative action violation and one (1) case in which a court charged the organization with not managing harassment issues more expeditiously. Recommend an action plan geared toward preventing the issues addressed in both cases within your selected organization. Justify your recommendation.
Provide a detailed explanation of the various components existing in the management environment that can influence or impact Brinker International. (25)
A. Since it requires persistent over-time on its staff, the staff morale would definitely be affected, leading to a high staff turnover rate