Mba 540 Final Exam Essay

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'Where do you start with a project like this?' Katie wonders. 'Well', she think. 'I

Companies promote their employees everyday, but when the department heads are considering which employees to promote, what should they take into consideration? Should seniority be considered or equal opportunity, or should a promotion be based solely on the worker who is dedicated to doing excellent work everyday? These questions and more come up in our group study project on Morality of Employees and Employers.

Organizational architecture is a strategic planning initiative of the day-to-day activities or the foundation and structure in which the business operates. Moreover, it is the organization’s arrangement of systems of authority, specific departments within the company, and the responsibility and duties of those specific positions. Furthermore, the primary goal of organizational architecture is to ensure the overall success of the company by creating value to customers and all aspects of the company. Corporate culture is the way employees

One of the major concerns for union representatives in negotiating collective bargaining agreements is job security for members the union represents. In order to ensure that this is captured in the collective bargaining agreements, the seniority clause is one of the provisions that have been factored-in in collective bargaining agreements. As per this provision, an employer is to take into consideration the length of service of an employee in making personnel decisions like promotions, termination of employment, and rehiring. Therefore, the seniority clause as espoused in a collective bargaining agreement is aimed at ensuring job security for employees represented by the union (Zwick, 2012).

BCOM 103: NON VERBAL COMMUNICATION PART A 1. PHYSICAL CARE AND CLOTHING You should look good and clean. Avoid unpleasant odours like smoke and sweat, make sure your hands are clean and that your hair is not in a mess. A good candidate takes good care of himself or herself. Start thinking about your ‘stage outfit’ a few days before your interview. This way you will have enough time to shine on stage without any additional stress. Choose an outfit that looks good, corresponds to the dress code and makes you feel good. If you are travelling for interview allow plenty of travel time! This way you will not need to run and sweat. Don’t smoke prior to your job interview and put a bottle of deodorant and a brush or comb in your bag. These are details

In healthcare organization, it is necessary to hold a proper link between the culture and structure in relation to the successful execution of the organization's strategies.

In the case of individual and more senior roles, organisations will identify key roles and successors for these roles, focussing on providing the necessary experience, talent and development to ensure that they will succeed when reaching the senior management level in the future.

Succession planning is a recognized area for improvement during research and the UPS survey project process. UPS must change the current approach to succession planning. Previously uncalculated promotions have taken place, due to the lack of adequate planning sessions. Succession planning must be a calculated and measured strategy. The current annual career development process is no longer adequate with MidSouth District. Sixty-five percent of UPS employees in the survey believe the current staffing strategy is inadequate. Moving away from an annual career development discussions to quarterly discussions improves the nimbleness of staffing challenges and planning. Without proper planning organizational staffing needs are not achieved, and the best-equipped candidates are not placed in leadership roles. Kim & Mauborgne (2014) paint a dire picture of acquiring adequate employees in the future due a scarce workforce populace. Furthermore, Kim & Maugorgne (2014) state fifty percent of the employees today are not currently engaged on the job. Furthermore, an unfair promotion process or lack of clear career development path

When granting a promotion occasionally a healthcare association chooses the recipient on the premise of seniority rather than all the various elements that go into choosing a man or woman for an advancement in their profession. These recipients may have been with the organization doing the exact same job for a large number of years and they have improved their skill to which it cannot be coordinated with any of the newcomers that the company has just hired days, months, or even a few years beforehand. This technique for picking a man or woman for an advancement is concealed about the reality they require somebody with the most experience working in their organization since they know how things keep running in the organization and how things

Forced ranking also known as the ‘stacking system’ is a performance rating system that has arguable attracted more attention over the years than any other (Smither & London 2009). While this practice has been widely used by well-known companies such as GE, Sun-Micro Systems and Hewlett-Packard (Grote 2005, cited in Smither & London 2009) it has also been the subject of significant controversy given its rejection by companies such as Xerox and PepsiCo (Olson & Davis 2003). Forced ranking is a performance rating approach synonymous with relative rating (Smither & London 2009). This implies that rather than being appraised independently against a uniform set of performance standards employees are ranked relative to peer performance and slotted into a normal distribution bell curve or a quartile distinction (Grote 2005). This would for example identify employees in the top and bottom 25 per cent (Grote 2005) and enable managers to identify the worst and best performing employees in an organisation. The use of forced ranking as a best practice people management scheme will be evaluated in the sections

If the organizational norm is 'do your own thing ', then working together may not be valued and certainly not recognized and rewarded" (TPT)

The problem that needs to be solved here is the seniority versus performance issue based on the current

The scarcity of growth opportunities is a topic of discussion for employees that like their jobs and the impact they make in the lives of the clients. The current promotion process is discouraging for those who want to grow (R. Dunleavy, personal communication, February 14, 2014). A recent initiative to become a learning organization is underway promising to develop current staff to grow into positions that would encourage expansions. However, current growth opportunities are limited and many open positions are unknown to majority of the staff. Simultaneously, there has been an increase in external recruitment for upper management positions, which was not made known internally. In addition, employees have been promoted into positions that previously did not exist without the opportunity for others to apply. Quite a few of the promotions occurred in the last 6 to 8 months and most recently staff have shared their frustration with the unjust process and several essential individual contributors left the company.

At the most senior levels, job rotation or management rotation, is closely linked with developing specific people to step into an existing job. In this situation the goal is to provide learning experiences and position prospective managers in area that allow them assume a higher level position in the future. While this practice is important to the growth of management in a business, this study will focus primarily on the rotation of junior management and workers.