Assistant Human Resources Manager legalities

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B L Assignment Grade Rubric

Assignment 1: Good Grocers, Inc.
Due Week 6 and worth 150 points
Note: The company mentioned herein is merely a hypothetical organization with characteristics developed to enable students to respond to the assignment. You may create and / or make all necessary assumptions needed for the completion of this assignment.

After Good Grocers, Inc. expanded its organic produce section and adopted a “buy local” policy, sales increased. The Virginia-based chain expanded its retail locations from seven to twelve (7 to 12) over the last three (3) years.
As the Assistant Human Resources Manager, your job is to advise store managers about legal and personnel matters. The leadership at Good Grocers, Inc. considers you to be a legally astute manager, who consults with the corporation’s attorney, as necessary. The corporation’s leadership has tasked you with managing two (2) situations have come across your desk. Please respond with support that is backed by the law.
Write a three to four (3-4) page paper which addresses the two (2) situations from two (2) store managers.

Situation 1
Last week, my produce manager reported the following incident:
As I came out from the bakery, I saw a woman lying on the floor of the produce department. Her husband started yelling at me, saying, “She slipped on a banana peel and fell. My wife is the anchorwoman for NEWSNOW, and we are going to sue you!”
She didn’t look hurt, but I called 911 and filed an incident report that contained the facts of the situation. When viewing the area, I did, in fact, see a banana peel on the floor, but it was still yellow and lying on top of a ribbed rubber mat. The woman in question was wearing five-inch high heels. But I wasn’t sure what to say, other than the woman would be hearing from us.

1. Explain whether this situation is best handled by litigation or by a particular form of alternative dispute resolution.
2. Based on how you would handle this situation, either through litigation or a particular form of alternative dispute resolution, outline the key next steps involved in seeking a resolution. Justify your response.

Situation 2
Last week, my bakery manager was short an employee over Mother’s Day weekend when the bakery is always busy. To make up for being shorthanded, the bakery manager called in Ms. Greene, an independent contractor. Generally, Ms. Greene comes in on Monday, Wednesday, and Friday nights between 6 to 9 p.m. just to decorate cakes; she has her own bakery business. We furnish all of her equipment, and we pay her by the cake.
Ms. Greene worked eight (8) hours on Saturday and another eight (8) hours on Sunday over Mother’s Day weekend. We paid her $15.00 per hour. On the following Monday when Ms. Greene came in, she told me that she wanted to receive the same benefits as the other Good Grocers part-time employees, LEG 100 – Assignments and Rubrics such as paid time off and employee discounts. Ms. Greene asserted that she really is a part-time employee who deserves the usual employee benefits.
3. Determine whether Ms. Greene is an independent contractor or a part-time employee. Provide a rationale for your response.

4. Explain the reasoning supporting whether or not Ms. Greene should receive the same benefits as part-time employees.

Suggested resources for this assignment:
1. Access your Learning Resource Center (LRC) at the top of your iCampus screen. Search by keyword for business articles on arbitration, mediation, or independent contractors. You may also use your LRC to access legal topics and articles through the Lexis Nexis database.
2. At FindLaw, located at http://www.findlaw.com/, you may search by legal topic or enter a keyword(s) into a search box to find relevant information and articles.
3. You may use the following additional resources:
• Internal Revenue Service (IRS): http://www.irs.gov/Businesses/Small-Businesses-&-Self-Employed/Independent-Contractor-Self-Employed-or-Employee
• The Virginia Department of Labor and Industry: http://www.doli.virginia.gov/laborlaw/laborlaw.html

Your assignment must follow these formatting requirements:
• Use at least two (2) quality academic resources in this assignment, such as a government Website, and include internal citations. Note: Wikipedia and other Websites do not qualify as academic resources.
• Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
• Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:
• Describe the legal environment of business, the sources of American law, and the basis of authority for government to regulate business.
• Explain basic court procedures, types of courts, and alternative dispute resolution methods.
• Use technology and information resources to research issues in business law.
• Write clearly and concisely about business law using proper writing mechanics.

Grading for this assignment will be based on answer quality, logic / organization of the paper, and language and writing skills, using the following rubric. Points: 150 Assignment 1: Good Grocers, Inc.
Criteria Unacceptable
Below 60% F Meets Minimum Expectations
60-69% D Fair
70-79% C Proficient
80-89% B Exemplary
90-100% A
1. Explain whether this situation is best handled by litigation or Did not submit or incompletely explained Insufficiently explained whether this Partially explained whether this Satisfactorily explained whether this Thoroughly explained whether this

SAMPLE ANSWER

Introduction

The produce manager’s description of the scenario witnessed sounds like the aggrieved party is very unhappy with the Grocery’s management and they are blaming the incompetency of the Grocery’s management in handling its operations that resulted to the injury of the complainant. As a legal adviser to the grocery’s management i would opt for an Alternative Dispute Resolution (ADR) to try and negotiate a fair and reasonable settlement with the complainant as its obvious that the injury to the complainant occurred as a result of the negligence of the company’s operation staff who should have noted the banana peels on the floor and disposed them to the trash can or to their respective place. It’s immaterial whether they were dumped by another client as the store is vicariously responsible for all injury that occurs within its premises as long as they are within the limits of reasonable duty of care that their clients are owed by the management.

This paper analyzes the pros and cons of litigation, the court based adjudication process and the Alternative Dispute Resolution methods of resolving the incident.

The ADR is one of the methods that the grocer’s management can apply to resolve the dispute. The ADR processes can be distributive or integrative. Distributive ADR processes are win/lose situations where one of the parties to the dispute wins the case while the other loses or alternatively there may be many pieces of the pie where one gets a piece of this or that. It’s mostly referred to in cases of money or property disputes. Integrative ADR is a process which results in a win/win situation. There is no loser or winner in this process as its interest based. It encourages cooperation in most cases. Both parties work out a solution that is beneficial to the parties to the dispute and retains their relationships. (Lynch, 2001)

Litigation is one of the methods of court based adjudication that the grocer’s management can resort to if the ADR fails. Litigation is a legal lawsuit that’s filed by the complainant or one of the parties in a lawsuit and which is decided in a court room before a judge or a jury. Litigation is mostly intimidating and even risky for both litigants as the case can be adversarial as it’s always a battle between the lawyers of the two parties in the dispute and justice is rarely the end result of such cases. Through litigation the plaintiff can obtain money, place restrictive orders or injunctions or even have documents interpreted. The outcome of most litigation is that one party wins while the other loses. Litigation maybe expensive and prohibitive besides one must be prepared to face the crowded courtrooms where even one’s private life can also be revealed to the public. Litigation processes leads to protracted legal battles that may be lengthy and which destroys relationships and fuels hatred. http://www.ciarb.org/dispute-resolution/resolving-a-dispute/litigation/

However the decisions of the courts are binding and enforceable. They can also be appealed. Most of the decisions of the courts are based on legal precedents hence they can be predictable.

Just as much as anyone deserves a right to be heard in a court of law, the advantages and disadvantages of litigation should be considered before right resolution method is adopted. Litigation destroys most relationships while ADR promotes peaceful resolutions and maintains most relationships. (Gianna, 2010)

The position of the grocer’s management would preferably be the ADR method of dispute resolution however the company would be under legal obligation to attend to any method opted or preferred by the complainant.

The process of ADR involves;

Choose a mediator who is acceptable to both parties. He should be a trained and skilled mediator who may be an expert in the subject matter. The mediator should facilitate the discussion and the negotiation on the dispute between the two parties who may be physically present or through their attorneys.

Both parties need to prepare for the mediation which should be voluntary and each should be allowed to propose the venue and time of the ADR. Once both parties have agreed on the venue and time of the ADR then they should be able to share the information on the dispute in the presence of the mediator who should have been given the agenda of the meeting and the issues that are subject of the dispute. The messenger should finally act as the messenger between the parties and later once the dispute is resolved all the parties must receive signed copies of the deal.

Ms. Greene is not a part time employee though she uses the company equipment but she is paid by piece rate i.e. depending on the number of cakes decorated. She consistently works between 6 and 9p.m every Monday, Wednesday and Fridays but she does not depend on the company for her survival. She does not qualify as a part time employee as the nature of her work is not controlled by the employer. She is an independent contractor as she controls the nature of her work. Her case is similar to the facts of the case Antison v FedEx Ground Package System, Inc, December 20, 2010, Cox, R where the drivers of FedEx were declared to be independent contractors as per the test of Right to Control Test and Economic Realty.

But for the purposes of Social Security and Medicare Taxes, Miss Greene may be declared a statutory employee as the equipment she uses are not has and she performs the job herself and which is repetitive. The Social Security and Medicare Taxes should be with held by the employer though she is an independent contractor. (Koch, 2014)

Miss Greene should not receive the benefits as part time employees as she is an independent contractor but her employer should legally withhold her Social Security and Medicare Taxes as she is a statutory employee. The equipment she uses belongs to the employer besides she performs the job herself and it’s also is repetitive as defined by the IRS. The IRS defines her employment as statutory employee and makes the employer liable for any non-payment of Social Security and Medicare Taxes. She does not substantially depend on the income from the company to sustain herself as in the case of Antison v FedEx Ground Package System, Inc, December 20, 2010, Cox, R. The Right to Control Test and Economic Realty test applies and Miss Greene has the total control of her work and her economic status does not entirely depend on the material company in question. (McConville, 2014)

To conclude, the ADR is the most convenient, fair and reasonable method of settling the dispute above. The complainant may prefer the litigation process which is expensive, time consuming and may take a long time before the case is determined. Most people prefer ADR methods of dispute resolutions as most relationships are maintained by the end of the process. Litigation destroys most relationships while ADR promotes peaceful resolutions and maintains most relationships.

Managers should have an in-depth knowledge of employee working conditions and terms of service as defined by the IRS. These would make it easier for them to know when they are supposed to withhold the Social Security and Medicare Taxes when required by law. Also when determining employee benefits and terms of service.

References

Antison v FedEx Ground Package System, Inc, December 20, 2010, Cox, R

Gianna, T. (2010) “Avoid court at all costs” The Australian Financial Review Nov. 14 2008. (April 19, 2010)

http://www.ciarb.org/dispute-resolution/resolving-a-dispute/litigation/

Koch, M. (2014) “The Tax Risks of Misclassifying Employees,” The National Law Review

Lynch, J. (2001) “ADR and Beyond: A Systems Approach to Conflict Management”, Negotiation

Journal, Volume 17, Number 3, July 2001, Volume, p. 213.

McConville, T. M. (2014). “Don’t Misclassify Workers as Independent Contractors”. The National Law Review Retrieved 14 June 2

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Relationship between organization’s HR strategies and performance outcomes.

Identifying and analyzing the relationship between organization’s HR strategies and performance outcomes.

Order Instructions:

Dear Sir,

Read the following article:

Buller, P. F. & McEvoy G.M. (2012) ‘Strategy, human resource management and performance: Sharpening line of sight’. Human Resource Management Review, 22(1), p.43

After you have read the article, complete the following:

Identifying and analyzing the relationship between organization’s HR strategies and performance outcomes.

The following conditions must meet in the paper

1) I want a typical and a quality answer which should have about 830 words.

2) The answer must raise appropriate critical questions.

3) The answer must include examples from experience or the web with references from relevant examples from real companies.

4) Do include all your references, as per the Harvard Referencing System,

Appreciate each single moment you spend in writing my paper

Best regards

SAMPLE ANSWER

Abstract

Organizations strategies come in different forms and approaches. Some companies have perfected the art of employing skilled staff who posses various job competencies that are of strategically important to the company. These employees’ posses some specific capabilities and training that are unique and valuable. There benefits to the company exceed the costs incurred in training and development. These companies have adopted strategic systems that require there staff to undergo various training on job competencies. (Prahlad & Hamel, 1990) Most organizations have different types of strategies depending on the level of importance. At the business operation levels, most strategies aim at influencing the minds and hearts of the consumers to increase sales. The other strategies target the functional areas that are concerned with marketing, finance, production, research and development.

SWOT (Strength, Weaknesses, Opportunities and Threats) and RBV (Resource Based Views) play critical roles in determination of a company’s strategic goals and initiatives. The LOS (Line Of Sight) is important as it identifies and connects the functional units in an organization with its corporate level strategies. The RBV are utilized as frameworks when examining the relationship between the Human Resource Management (HRM) strategies and the performance outcomes. The HRM strategies affect performance positively as per earlier empirical work carried out. (Boselie et al 2005) However the exact impact of some of the strategies on the company and the outcomes are still not very clear. The uncertainties are largely due to different studies and theoretical foundations, definitions of HRM strategies, analysis levels and the exact measures of performance. (Guest 2011) For instance, studies have revealed that best practice strategies like systems for high work performance can be applied universally to all firms. (Huselid 1995) Other HRM contingency frameworks largely depend on the contextual business strategy variables. (Chandler & McEvoy 2000) Other studies give varying results on the dependent performance measures on functional financial strategies like profits, growth or sales. HR related strategies on performance outcomes mostly relate to behaviors, attitudes and the employee intentions. (Paauwe & Boselie 2005)

The black box that exists between the HRM strategies and the performance outcomes is directly affected by the human capital. Human capital refers to the skills, abilities and knowledge that are collectively or individually contained in the company’s human resource department. (Becker 1964) The HRM specifics like KSAs (Knowledge, Skills and Abilities) and employee’s behavior have a direct impact on company performance. A study on public and private companies in Israel discovered that companies with higher levels of human capital in terms of work experience, education levels, and training perform much better when managers recognize the KSAs and also create a positive perception that the additional skills are valuable to the company.

HRMs empowerment-oriented human resource strategy that is related with innovative culture and increased employee performance was registered in an experiment that was conducted in an Irish company. (Selvarajan et al. 2007) Employees with KSA in a Spanish firm were discovered to posses competitive skills and their efficiency levels were much higher than employees with lower levels of skills and KSA. The HRM strategies value KSA as a means of promoting skilled based human capital. These studies indicate that different types of HRM strategies on recruitment, internal employee development and selection are directly related to the performance to the company. Firm-specific human capital is a major component of the HRM performance relationship. (Wright & McMahan 2011)

HRM strategies adopted when developing the social capital as way of promoting performance. Social capital applies to the social structures and processes that determine the nature of the existing relationship. Collins and Smith (2006) discovered that on average commitment based HRM strategies like training development, competitive compensation and elaborate selection procedures were instituted specifically for knowledgeable workers who were interested in social climate that are linked to trust, shared codes and combine knowledge that were connected to the performance of the company. These studies reveal that the social capital is a direct link to HRM-performance relationship.

The relationship that exists between the HRM strategies and practices and the performance is centered on the LOS construct. However, the question is whether the having a well trained, experienced and highly people is enough for a firm to achieve great success. The workforce has to be efficiently networked and fully levered in order to maximize its benefits in the market.

There is a direct link between the HRM strategies of competitive compensation such as profit sharing and commissions and the job performance. (Boswell 2006)

To conclude, the business operation levels of a company and the strategies that the HRM develop aim at influencing the minds and hearts of the consumers to increase sales and the general performance of the company. These strategies are KSA based and they are based on workers motivational strategies like stock options plans and profit sharing formulas. The other strategies target the functional areas that are concerned with marketing, finance, production, sales, research and development. Most of these strategies result in improved performance of the company.

References

Guest, D. E., 2011, Human resource management and performance: Still searching for some answers. Human Resource Management Journal, 21(1), 3–13.

Paauwe, J., & Boselie, P., 2005, HRM and performance: What next? Human Resource Management Journal, 15(4), 68–83.

Prahalad, C. K., & Hamel, G., 1990, The core competence of the organization. Harvard Business Review, 79–91 (May/June).

Selvarajan, T. T., Ramamoorthy, N., Flood, P. C., Guthrie, J. P., McCurtain, S., & Liu, W., 2007, The role of human capital philosophy in promoting firm innovativeness and performance: Test of a causal model. International Journal of Human Resource Management, 18(8), 1456–1470.

Boselie, P., Dietz, G., & Boon, C., 2005, Commonalities and contradictions in HRM and performance. Human Resource Management Journal, 15(1), 67–94.

Becker, G., 1964, Human capital, New York: Columbia Free Press.

Chandler, G. N., & McEvoy, G. M., 2000, Human resource management, TQM, and firm performance in small and medium-size enterprises. Entrepreneurship

Theory and Practice, 25(1), 43–57.

Collins, C. J., & Clark, K. D., 2003, Strategic human resource practices, top management team social networks, and firm performance: The role of human resource

Practices in creating organizational competitive advantage. Academy of Management Journal, 46(6), 740–751.

Huselid, M. A., 1995, The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38, 635–672.

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Business Strategy and Human Resource in an Organization

Order Instructions:

Dear Sir,

I need an essay in the following subject:

What are the necessary conditions for determining a business strategy in an organisation? How can organisations work to include HR issues within a business strategy?

The following conditions must met in the paper

1) I want a typical and a quality answer which should have about 550 words.

2) The answer must raise appropriate critical questions.

3) The answer must include examples from experience or the web with references from relevant examples from real companies.

4) Do include all your references, as per the Harvard Referencing System,

Appreciate each single moment you spend in writing my paper

Best regards

SAMPLE ANSWER

Business Strategy and Human Resource in an Organization

Integration of human resource and business strategy has become essential in the modern strategic human resource management. Human resource is one of the essential assets in an entity (Ray, Barney & Muhanna, 2004). Organizations must adopt appropriate strategies that will enable them remain competitive and achieve their desired performance. The author deliberates on the conditions organizations can use to determine their business strategy, as well as how entities can include HR issues in their business strategy.

Business strategy encompasses the tactics or ways that an entity adopts to achieve its desired goals. An entity may have various strategies but being able to select the most appropriate ones is critical to the success of the entity. One of the conditions that and organization therefore should consider in determining a strategy is the social, political, citizenship and regulatory measures in place (Ray, Barney & Muhanna, 2004). An organization operates in a community that has its own rules and laws that govern it. Therefore, the strategy should comply with the regulatory requirements and the government policies. It should be ethical and meet the societal expectations as well as standards of goof community citizenship. For example, the strategy should ensure that it does not contribute to environmental pollution as this affects the lives of the community.

Another condition is the overall industry attractiveness and competitive conditions. The strategy must be responsive to the mix and nature of the various competitive factors in play such as quality, of products, price, service performance features, and warranties among others (Zajac, Kraatz, & Bresser, 2000). It becomes important for an organization to respond to such factors to safeguard its position in the market

It is also important for an entity to consider the opportunities and external threats in determining the strategy. The strategy aim should be to take advantage of the opportunities to trigger development and profitability (Mithas, Tafti & Mitchell, 2013). Likewise, the strategy should counter external threats to the company such as competitors to safeguard the future performance and well-being of the entity. Others aspects include, availability of substitutes, the power of buyers and suppliers, and rivalry in the market (Porter, 2008)

The strength of the company resources, competitive capabilities as well as competencies shape the choice of a strategy. An organization should evaluate itself if it has enough resources and competencies to adopt a certain strategy or not. For instance, some of the business strategy may require heavy capital, which the organization may not be in a position to provide (Arthur & Strickland, 2009). The attitudes, personal ambitions, and ethical beliefs of managers as well determine the strategies the business takes. Ambitious managers will adopt aggressive strategies to ensure that they achieve their goals. Business philosophies, culture, structure and shared values as well determine the kind of business strategies selected (Arthur & Strickland, 2009).

For the strategies to be well implemented, human resource is critical and must be involved. Various human resource issues such as recruitment, motivation, disciplinary measures, training and development are essential to execute strategy and trigger success. Organizations can therefore work through communication. The strategies should be articulated well to those charged with responsibility of implementation to enable them understand them well (Arthur & Strickland, 2009). Therefore, HR practitioners must be involved in the process at all level to ensure that they create a conducive environment for the implementation and achievement of the objectives set.

In conclusion, organizations need to understand various conditions in the environment before selecting their strategies, thus, enhancing positive relationships with the human resources department critical in enhancing achievement of the objectives.

Reference list

Arthur, T, & Strickland, P , 2009, Strategic Management: Concepts and Cases, McGraw Hill.

Mithas, S, Tafti, A, & Mitchell, W 2013, ‘How a firm’s competitive environment and digital strategic posture influence digital business strategy,’ MIS Quarterly, Vol. 37 no. 2, pp. 511-536.

Porter, M 2008, ‘The five competitive forces that shape strategy,’ Harvard Business Review,Vol. 86 no. 1, pp. 78-93.

Ray, G, Barney, J, & Muhanna, W 2004, ‘Capabilities, business processes, and competitive advantage: Choosing the dependent variable in empirical tests of the resource-based view,’ Strategic Management Journal, 25: 23-37.

Zajac, E, Kraatz, M., & Bresser, R 2000, ‘Modeling the dynamics of strategic fit: A normative approach to strategic change,’ Strategic Management Journal, vol. 21: 429-45.

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Human Resource Management Implications

Order Instructions:

Dear Sir,

I need a paper with in the following subject:

The influence that customers have on business activity has increased in recent years. What HRM implications does this have for workers and managers?

The following conditions must met in the paper

1) I want a typical and a quality answer which should have about 1400 words.

2) The answer must raise appropriate critical questions.

3) The answer must include examples from experience or the web with references from
relevant examples from real companies.

4) Do include all your references, as per the Harvard Referencing System,

Appreciate each single moment you spend in writing my paper

Best regards

SAMPLE ANSWER

Human Resource Management (HRM) Implications

Human resource remains one of the most important assets in an organization. Having the right people contributes to the achievement of an entity’s objectives and goals. It is the duty of HRM to put in place appropriate strategies and execute their functions well to ensure that an organization achieves its objectives. In the current world, the influence of customers on business activities has increased, which requires HRM to change strategy to meet the customers’ needs and expectations. The author delineates on HRM implications on employees and managers due to increased customer influence on business activities.

Customers form an important part of any business stakeholders, as they are the consumers of products and services. Organizations must consider the needs and the interest of customers in making any decisions. Meeting customers’ needs may define or differentiate between a successful and a failed business venture (Francis & Keegan, 2006). Satisfied customers often return to purchase the products and services of the company and vice versa. Business dynamics has continued to change in the recent past as new technologies come into existence. These changes have significant consequences on HRM practices if a business wants to compete favorably (Graf, 2007). Nowadays, customers have gained power as they comment, provide their opinions and even criticize products and services that various entities provide. Social platforms such as facebook, twitter, blogs and internet have necessitated the increased customer power on business activities. Therefore, with such changes, business must align themselves in such a way that they can incorporate these views to offer products and services that the customers require.

One of the HRM implications of increased influence of customers on business activities on employees and managers is change of strategies of recruitment and selection of their workers (Graf, 2007). Selection is one of the most important initiatives and function of HRM which can have positive or negative impact on an entity. Attracting and retaining competent workers is very critical in this era. Employees must have better customer care skills for them to strategize their businesses. Appointing people with right expertise and capabilities is one of the strategies that will enable them win and meet the demand of the customers. An entity will be in a position to survive in this era if it has an effective team of employees and managers that are able to make decisive decisions that will have a positive impact on customers (Graf, 2007). Workers and managers will have to take time to understand the philosophies and aims of the entity to impact on customer satisfaction, production and build relationship with suppliers. Satisfying employees’ need thorough financial rewards as well as providing other incentives will as well help to improve the employees and managers performance and commitment making them to provide better services to customers hence creating positive working relationship.

In this era, HRM will as well be required to invest in training and development initiatives of their employees and managers. Training allows an individual to advance their levels of self-awareness, enhance talent, improves skills and knowledge and motivates employees (Ullah & Yasmin, 2013). Employees and managers will have to undergo training on technology advancement and their use in businesses. For instance, use of social media and internet has become a major channel where consumers engage companies. Employees must therefore understand how these platforms work so that they meet the expectations of the customers.

In such an environment, managers are required to create a conducive working condition for their employees. They should allow employees to take part in the decision making process. Employees have ideas and views that managers can buy to help them meet their achievements and objectives (Bowen, 1986). This feedback should be provided in various forums and through suggestion boxes in the organizations. Information sharing will enable the company to function effectively as employees may provide essential information on strategies. Flexibility on designs is also critical in ensuring that the entity compete effectively and meets the goals and objectives of the customers. Job design will include embracing of job rotation, job enrichment, increase of autonomy at work, and job enrichment design that broadens job definitions. Employees must take responsibility upon themselves to ensure that they meet the needs of the customers.

Management should empower employees to help aid in customer satisfaction. Employees also get an opportunity to exercise control over their jobs and make decisions by delegating power and authority. Graf (2007) revealed a number of benefits accruing from employee empowerment including, quick reaction to customer demands and issues, affectionate and excited customer dealings, more satisfied employees, and employees are able to pioneer ideas. In this era where customers have greater influence, therefore, through empowerment of employees, they will engage customers in professional way to address and render appropriate services. It is, therefore, very critical that this is taken with seriousness as it affects delivery of better services to the customers.

Customers, even though are outside an organization’s boundaries, remain relevant references and or extension on HRM, meaning that they cannot be left out in the equation. They influence the success or failure of an entity. For instance, if customers lack an opportunity to express their concerns about the products they purchase and services, they use may not be confident enough to trust such products and services. This means that the company may not manage to achieve their dreams. However, those that listen to what the customers say and engage them constructively increase their public image and increase their customer base since customer feel a sense of belonging and feel appreciated and part of the larger organization community. Therefore, these are the implications that managers and customers must consider in their strategy. Managers must be concerned more on the level of competition as well as on avenues to ensure that employees are well prepared to provide appropriate services to their customers.

It has also become essential for managers to increase their level of customer orientation about the company and employees and reduce role conflicts and ambiguity to create a benefit for the customers (Chiu & Luk, 2002). This complex era requires customers to access appropriate and sufficient information on the company services and products to remain knowledgeable and to avoid controversies or conflicts likely to affect the image of an entity. Customers should receive information from the company on various aspects to alleviate any misunderstanding. This means that managers and employees would be required to embrace codes of ethics and ensure that they render their services with highest professionalism.

Training employees is essential in ensuring that they become competent enough to address the ever changing and challenges arising from increased consumer influence. For example, Kodak resorted to a global learning management system in 2000 in delivering e learning to its employees across the world (Friedman, 2007). This opportunity enabled the employees to be equipped with relevant skills and knowledge to execute their duties diligently. The training as well enabled them to understand the impact of culture and globalization hence being in a position to offer their services well (Hofstede, 2001). With technology, customers come across the world and have different cultural values, which require companies HRM to factor and to consider them in their strategies. Another company that has taken an initiative of appreciating and aligning its strategies to remain competitive even with increased customer influence is Apple Inc. The company has managed to remain innovative and to produce products that meet consumer expectations by allowing customers to take part in their decision-making. Customers have been involved through opinions, comments and criticisms, on various social media platform contributing to the companies’ achievement of its goals over the recent years.

Entities should invest their resources in research and development. Through research, organizations stand a better chance of understanding the needs and interests of customers. They will therefore be in a better position to render quality services to them.

It is true that customer influence on businesses has increased to greater magnitude in the recent past. This scenario has had a number of HRM implications. Organizations must change their strategies to be able to produce products and offer services that meet the consumer needs. Consumers are essential in any company’s success strategy and, therefore, by adopting appropriate and tactical strategies, the companies have higher chances of succeeding. Empowering employees through training and development, providing sufficient information to the customers and ensuring that competent staffs are recruited will ensure that entities remain competitive to achieve their goals.

Reference list

Bowen, D 1986, ‘Managing Customers as Human Resources in Service Organizations,’ Human Resource Management, Vol. 25 no. 3, pp. 371-383.

Chiu, R, & Luk, V 2002, ‘Retaining and motivating employees: Compensation preferences in Hong Kong and China,’ Personnel Review, vol. 31 no. 4, pp. 402–431.

Francis, H, & Keegan, A 2006, ‘The changing face of HRM: in search of balance,’ Human Resource Management Journal, vol. 16 no. 3, pp. 231-249.

Friedman, B 2007, ‘Globalization Implications for Human Resource

Management Roles,’ Employ responses Rights Journal, vol. 19, pp. 157-171. Available at http://runebergendorff.dk/opendir/Globalization%20Implications%20for%20HRM%20R oles,%20Friedman.pdf
Graf, A 2007, ‘Changing roles of customers: consequences for HRM,’ International Journal of Service Industry Management, Vol. 18 no. 5, pp. 491 – 509.

Hofstede, G 2001, Culture’s consequences: Comparing values, behaviors, institutions and organizations across nations (2nd edition). Sage: Thousand Oaks, CA.

Ullah, I, &Yasmin, R 2013, ‘The Influence of Human Resource Practices on Internal Customer Satisfaction and Organizational Effectiveness,’ Journal of Internet Banking & Commerce, Vol. 18 no. 2, pp. 1-28.

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Key HRM Issues at UniCall Assignment

Key HRM Issues at UniCall

Order Instructions:

the Case Study title is ‘Call centres in the financial services sector—just putting you on hold…’.

After reviewing your assigned reading and the information presented in the case study, answer the following questions:

1. Identify and assess the key HRM issues at UniCall.
2. Recommend and justify HRM interventions that would improve business performance.

SAMPLE ANSWER

UniCall

Key HRM Issues at UniCall

Human resource professionals are often involved in making key personnel decisions/resolutions in organizations of all sizes. These individuals are in charge of implementing ongoing trainings of workers in different areas within companies. Since human resource professional are always in the management of employees with various qualifications and from various backgrounds, they often face several issues that need their attention (Marie, 2012). In relation to this, UniCall happens to be faced with several HRM issues. These issues are related to personnel and training issues.

One of the personnel-related issues that often present significant problems to HR professionals is the need to identify and recruit qualified and competent workers. Some of the organization’s employees seem to be incompetent, thereby highlighting the fact the firm’s HR has not been active in the identification and recruitment or appropriate workers (Ferndale, Paauwe & Boselie, 2010). For instance, consumers have been noted to present complaints concerning the aspect of rudeness on the part of the company’s staff. This rudeness is linked to issue of inflexibility of the firm’s staff when handling complex account-related matters. In addition, the aspect of incompetency on the part of the firm’s employees is evidenced by all of them giving similar responses to consumers when called upon. As such, it is clear that UNiCall’s HR department lack suitable mechanisms of identifying and hiring competent workers who can address consumers’ problems in various ways. Moreover, UniCall’s HR department also faces the problem of

UniCall’s HR department also faces training-related issues. Prior to the opening of UniCall, UniBank focused on the provision of financial and personal banking services to small businesses and individual consumers. UniBank decided to venture into the telephone banking sector following the increasing commercial success of organizations that operate in the field of direct line banking. As a result, UniBank opened UniCall, and redeployed some its works to the new business, UniCall. Employees that were redeployed in UniCall lacked skills that were required to handle issues in this business, thereby subjecting the firm to its current problems. For instance, some of the company’s staff members face problems using the computer system. These employees cannot manage to retrieve accurate information concerning simple enquiries. Besides, they cannot retrieve accurate information concerning the durations taken by interrogations. Moreover, these workers face problems handling the firm’s monitoring systems, which measure the duration and number of various types of call. As such, the inquiries that are related to direct debit arrangements and standing orders take an extra of 50% of the time required for them to be completed. In addition, some of the redeployed workers are not satisfied with their job as they argue that it is too impersonal.

It is also clear that the management of UniCall’s HR department is facing issues handling their employees in that they seem to embrace the transactional form of leadership. This form of leadership seems to emphasize on intense supervision and directive measures as seen in the case of UniCall. As result, most employees in this organization are not empowered to execute even simple operation on their own as they have to receive directives from the call center. Moreover, the aspect of constant surveillance has led to resentment on the part of employees, which in turn has made them develop informal ways of executing their duties (Anca-Ioana, 2013). Moreover, the firm’s management has not established appropriate systems that can be employed in motivating employees and recognizing workers’ skills. This deficiency has led to discontentment on the part of younger employees who are inclined towards seeking employment in other firms in the industry. In addition, these employees argue that the firm’s pay structure does not take their skills into consideration, thereby subjecting the company’s HR to compensation issues.

HRM Interventions for Improvement of Business Performance

Addressing HRM issues is significant in ensuring that businesses lay robust foundations for organizational growth. UniCall’s HR department should focus on suitable ways of addressing the personnel, training, compensation challenges that it is facing.

The Company’s HR department should engage in active search of sources of potential employees. This undertaking will help the HR department end the problem of incompetency on the part of its employees. Some of the sources of potential workers are employee referrals, recruiters, networks and associations, headhunters, and temporary agencies (Armstrong, 2009). Moreover, the company’s HR department should involve in an active running of advertisements on job websites and newspapers in order to attract competent workers. The firm’s HR should also focus on developing a suitable action plan, which is aimed at attracting competent workers.

UniCall’s HR should implement reward-based programmes, which should be directed to employees and managers. Reward-based trainings have been noted to be suitable motivators to employees. These training should focus on equipping workers with adequate technological skills that are required to handle the company’s computer systems and other technology-based activities. Furthermore, the HR should also conduct a separate training on its supervisors and managers on aspects of good leadership, which is vital in creating suitable leader-employee relationships (Shaw, Park & Kem, 2013). This undertaking is significant in ensuring that employees and managers/supervisor communicate in a suitable way. As a result, employees can manage to present issues affecting them to the management, which in turn can end issues such as informal execution of operations on the part of workers with the aim of pleasing the management.

The company’s HR should also ensure that its managers are trained on the aspect of reward-based management, which will ensure that they implement a performance appraisal system in the firm (Shaw, Park & Kem, 2013). As a result, this undertaking will help identify the skills of all workers. Lastly, the company’s HR department should review its payment structure to provide for benefits and allowance for certain talents.

Reference List

Anca-Ioana, M., 2013. “New Approaches of the Concepts of Human Resources, Human Resource Management and Strategic Human Resource Management,” Annals of the University of Oradea Economic Science, 22(1), pp. 1520-1525.

Armstrong, M 2009, Armstrong’s Handbook Of Human Resource Management Practice, London: Kogan Page.

Ferndale, E., Paauwe, J & Boselie, P. 2010. “An Exploratory Study of Governance in the Intra-Firm Human Resources Supply Chain,” Human Resource Management, 49(5), pp. 849-868.

Shaw, D., Park, T & Kem, E. 2013. “A Resource-Based Perspective on Human Capital Losses, HRM Investments and Organizational Performance,” Strategic Management Journal, 34(5), pp. 572-589.

Marie, H. 2012. “Strategic Human Resource Management in Context: A Historical and Global Perspective,” Academy of Management.

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Strategic Human Capital Management

Order Instructions:

Must contain in text citations

SAMPLE ANSWER

Strategic Human Capital Management

Internal and External Threats to an Organization

Most of the internal threats in the organization are as result of errors and poor corporate practices by the employees. For instance, internal threats of the organization include both intentional and accidental problems such as fraud, mishandling of information by employees, errors due to lack of competence. Security of the organizations database may fail victim of the human error. External threats may include both external and external accidents. For instance, the modern computer systems with some components residing on the public internet pose risks. As such, a chain of occurrences such as a storm cutting out power to a server may affect the IT database. Other threats take the form of competition, political, economic, and social factors (Dragnić, 2014).

Methods to Detect Internal and External Threats to the Organization

The value chain and SWOT analysis are tools for detecting the internal threats of the organization while the PESTEL, Porter’s five forces analysis tools are useful in detecting the external threats of the organization (Dragnić, 2014).

Methods to Protect the Organization from Internal and External Threats

The organization can adopt the more sophisticated technologies to safeguard information. Regular audits are necessary to ensure that finances are being utilized appropriately. Monitoring and evaluation of programs is effective in addressing effectiveness (Menguc et al., 2010). Strategic planning and management ensures that the company stays on top of the competition.

Proactive Plan of Environmental Scanning to Evaluate any Existing Threats to AGC

The first step will entail gathering information about the externalities i.e economy, laws, demographic, and government factors. Next, AGC will need to focus on its competitors in terms of trends, threats, and opportunities that might impact its business. The other step will entail conducting an internal scan of the AGC in terms of strengths and weaknesses. Data should be collected through a series of methods such as focus groups, publications, library, leaders, and media. After collecting the data, analysis will be undertaken to identify changes that require to be made (Menguc et al., 2010).

The Purpose of a Code of Conduct

The code of ethics is a guide and reference for employees in undertaking the plans of AGC in achieving its goals. It protects the company and informs workers of their expectations. The code will help AGC to develop and maintain the standard of conduct for its employees, customers, vendors, and suppliers/partners (Dragnić, 2014).

Challenges of Virtual Offices

Virtual offices present several challenges including unproductively and communication problems (Menguc et al., 2010). However, these challenges can be overcome through a robust IT system that supports remote environment.

The Role of Human Capital Managers

The role of the HR is changing from the previously considered support function to a more strategic partner in helping companies achieve their goals. The HR managers at AGC will help in enhancing the employees’ contribution towards achieving success and competitive advantage (Menguc et al., 2010).

References

Dragnić, D. (2014). Impact of Internal and External Factors on the Performance of Fast-Growing Small and Meduim Businesses. Management: Journal of Contemporary Management Issues, 19(1), 119-159.

Menguc, B., Auh, S., & Ozanne, L. (2010). The Interactive Effect of Internal and External Factors on a Proactive Environmental Strategy and its Influence on a Firm’s Performance. Journal Of Business Ethics,94(2), 279-298. doi:10.1007/s10551-009-0264-0

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Virgin Air Human Resource Management

How effective is Virgin Air Human Resource Management in ensuring good Customer Service?

Order Instructions:

the topic is :

I chose Virgin Atlantic because it has a problem that is connected to Human Resource Management form the poor performance in customer service. There are over than 58 persons complained about the customer service of the employees (Dudovskiy, J. ,2012).. Firstly, it effect about their reputation among loyal customer. The first cause was about the few years ago on the quality of the employee was unprofessional with customers also this is because the following cases:
1- According to customer Anne on September 8, 2013, she complains about Virgin employees are unhelpful, ignoring customer, rude and arrogant.
2- In addition, there is anther customer complains about the bad services named Bianca’s which he faced a luggage delayed; with no reply about his complaining form the staff.
There are many causes leads to decrease on the customer services on Virgin. There are internal and external changes have direct and indirect relations in these changing for this purpose, the researcher has selected Virgin Atlantic Airline to develop of Virgin’s human resource strategies to promote quality and reliable customer service delivery. The proposed research work is focusing on understanding how airline industry’s human resource practices influence the quality of services provided to the customers.
My job on the report as consultant for Virgin Air’s which might help them to decrease some problems in their environment.

answer the below Questions and each point include in text reference

Executive Summary
1. Introduction:
1.1 Background:
1.2 What is the virgin issue?
1.3 The propose of the report

2. To what extent does Virgin’s HR Management support good customer service?
2.1 How does virgin’s HRM Support good customer service?
2.2 Academic theory might change HRM?
2.2.1 Maslow can be useful & analysis
2.2.2 Taylor theory of management analysis
2.3 How successful these theory on Virgin’s HRM?

3. HR Strategy
3.1 HRM & Virgin leadership forecast some improvements on the HR Management.
3.1.1 Leadership of truism
3.1.2 Leadership of customer services
3.1.2 leadership Recommendations
3.2 HRM & Motivation can change customer services track?
3.2.1 Motivation theories analysis
3.2.2 Motivation recommendations

4. Conclusion

SAMPLE ANSWER

Virgin Air Human Resource Management

How effective is Virgin Air Human Resource Management in ensuring good Customer Service?

Introduction

Virgin Air is an airline that has a global reputation for being a leader in customer service and most of its loyal customers can attest to this, but recently there have been increasing incidents of complaints by customers who have been treated badly by customer service representatives. These incidents have got the attention of the management who are concerned by the same given that this is a new trend that has not been witnessed in the past and may indicate a deeper human resource management problem that should be resolved before the brand loses its good reputation. The report seeks to unearth the underlying HRM problems if they do exist and propose solutions to the problems.
1.1 Background

Virgin Air is part of the Virgin Group of companies started by Sir Richard Branson under the Virgin brand, which is a popular global brand that is associated with values such as being innovative, prioritizing fun in all they do and above all putting their employees and clients first in everything they do (Virgin Atlantic., 2014). Therefore, the airline and the whole group of companies have thrived on their excellent customer service reputation in the extremely competitive airline industry and the events being reported of poor customer service must be investigated. Virgin Air is aware that any damage to its reputation as an airline that addresses and anticipates all the needs of its customers and attends to them promptly would cause irreparable damage to the airline and the brand in general, which is not acceptable.
1.2 What is the virgin issue?

The Virgin issue is that the whole group of Virgin companies is built on its endearing brand image and any issues that threaten the brand image do not just threaten Virgin Air, but rather such issues threaten the survival of the brand and all its affiliated companies. Therefore, this is not merely a human resource issues or a customer service issue, but it is a crucial issue about the future of the whole Virgin brand and should be treated with a lot of significance. It is also important to mention that the founder of the Virgin brand, Sir Richard Branson cannot allow such incidents to occur, not forgetting the Group CEO and the CEO of Virgin Air.
1.3 The purpose of the report

The main purpose of this report is to investigate the reported complaints about customer service so as to ascertain their validity, after which the report shall try to analyze whether these were isolated incidents or there is an emerging trend that needs to be stopped. If it is clear to the consultants that there is a deeper issue, which should be addressed, then the report shall provide appropriate recommendation on what steps the company should take to correct the problems. The report shall mainly focus on whether the problems identified relate to human resource management and advice the executive board and the HR director accordingly.

To what Extent does Virgin’s HR Management Support good Customer Service?

Virgin’s HR is built on the vision that happy employees will result in happy customers, which is what Richard Branson has always championed in all his companies and the group ensures that all their employees understand their customer service culture thoroughly. The HR culture at Virgin is visible through all its employees who go through a thorough recruitment process where the interviewers seek to hire only those employees who demonstrate that they have the personality traits that would fit in with Virgin’s culture. The recruitment process is where the company weeds out all those people who do not have the same values championed by the company and its founder Sir Richard Branson.
2.1 How does virgin’s HRM Support good customer service?

Another critical way in which Virgin’s HR supports good customer service is by engaging in constant conversation with its employees, especially customer-facing people who deliver the airline’s main product, which is excellent customer service. The HR department is always in direct constant contact with its call center where customers can report any complaints of inadequate or poor service as well as with its cabin crews and airports. Another important function of the HR department at Virgin Air is that it reports directly to the CEO and is directly involved in setting strategies at the company, which ensures that only the best HR practices in line with the company’s culture are implemented.
2.2 Academic theory might change HRM?

I do not believe that academic theories might change HRM at Virgin given that just as Sir Richard says, he has never read a HR book and that all the HR practices that he champions at Virgin are based on values that he believes define his company. I strongly think that no academic theories can change HRM at Virgin, but they can definitely help the company improve some of its HR practices given the depth of the HR function within Virgin. Academic theories can be vital in streamlining Virgin’s values and vision to adapt to the global aviation industry and the new challenges brought on by globalization. The increasing competition within the airline industry and the tough economic times can be handled through correct application of some academic theories.
2.2.1 Maslow can be useful & analysis

Maslow’s theory of human motivation based on his hierarchy of human needs can help Virgin motivate its staff in the right way to offer the best customer service in the industry by addressing all their needs as identified in the hierarchy (CoW, 2014; Schneider, 2004). The different people employed at Virgin have different needs that should all be addressed by the leaders in order for them to deliver excellent customer service. People with physiological and safety needs should be paid enough, given incentives and provided with a safe working environment (Methot, 2010; Tzafrir, & Gur, 2007). Employees who have belonging and self-esteem needs should be recognized, given responsibilities and should be involved in the decision-making process, especially for decision directly related to their work. Employees with self-actualization needs should be given interesting and challenging work, and should be offered training opportunities.

2.2.2 Taylor theory of management analysis

Taylor’s theory of scientific management was based on the principle that both workers and managers needed to relate well, which was unheard of at a time where managers rarely interacted with the workers under them (Mind Tools, 2014; Ueno,. 2012). Some of the core principles of his theory included matching the skills, capabilities, and motivations of workers to their jobs, using scientific methods to develop the most efficient ways of accomplishing tasks, monitoring the performance of workers on their jobs and instructing them on where they went wrong, and allocating work between workers and managers (Di Mascio, 2010, p.65). However, Taylor’s theory does not advocate for individual responsibility (Towler, Lezotte, & Burke, 2011, p.401).
2.3 How successful these theory on Virgin’s HRM?

Taylor’s theory is applicable to Virgin Air in the sense that it advocates for the matching of employees skills and abilities to their jobs, which is an important aspect of Virgin’s HRM strategy and has been crucial to the success of the airline. Maslow’s theory is relevant to Virgin as it advocates for the addressing of all the needs of employees, which is also part of Virgin’s HR policy as they always engage with their employees where they listen to the views of the employees and act on their suggestions.

HR Strategy

Virgin’s HR strategy focuses on finding the right employees with the relevant skills and above all the right spirit and personality that is in harmony with Virgin’s values of excellent customer service and innovation (Lebard, Rendleman, & Dolan, 2014). During recruitment, the right candidates are identified and then they undergo extensive training to learn Virgin’s culture and their role in perpetuating the culture. Once the recruits have been trained they join Virgin’s team, but the training never stops.
3.1 HRM & Virgin leadership forecast some improvements on the HR Management.

Virgin’s executive team acknowledges that more needs to be done so as to bring the standards of their customer services to match the brand image that promises excellent customer service to all customers (HC Online, 2003). Virgin’s leadership promises to improve on its overall leadership strategy in terms of leadership truism and more so in the leadership of the customer services department to prevent any further incidents of poor customer service.
3.1.1 Leadership of truism

Virgin’s leadership wants to adopt a leadership based on truisms such as the fact that the culture of the company is a direct reflection of the value of its leaders, and that the culture of an organization is reflected in the stories told by employees (Petrilli, 2011). These truisms are critical in reshaping the culture at Virgin Air to reflect the overall culture of the Virgin Group.
3.1.2 Leadership of customer services

The leadership of customer services will be given a chance to correct the wrong behaviors of employees within the department within a period of two weeks. The department leader should have identified and removed the employees who caused so much damage to the airline’s image given that their actions not only jeopardize the success of the airline, but that of the entire Virgin Group (Brady, 2012). If the customer service leaders do not take the appropriate measures recommended above, they will be removed and replaced with other more effective managers from within the organization.
3.1.2 Leadership Recommendations

It is my recommendation that Virgin Air’s board examines the conduct of all its top leaders it seems likely that they are not congruent with the values and culture of the Virgin Group. Any leaders who are found to have conducted themselves in a manner opposite to the culture of the group should be immediately removed from their positions and replaced with leaders who have proven that they understand and abide by the values of the Virgin Group (Crush, 2012).

3.2 HRM & Motivation can change customer services track?

I do believe that proper motivation and HRM is the key to implementing successful change within the customer services department at Virgin Air.
3.2.1 Motivation theories analysis

Maslow’s hierarchy of needs is quite appropriate for Virgin Air as all people work to satisfy their needs and these needs are clearly stipulated by Maslow’s theory (CoW, 2014; Bowen, 1986). Frederick Herzberg’s theory is also appropriate as he clarifies that people will only do something in order to gain a benefit or to avoid incurring a loss. These two theories complement themselves in their application to Virgin Air and may lead to significant changes at Virgin Air.

3.2.2 Motivation recommendations

I recommend that Virgin Air should motivate its employees by satisfying all their needs according to Maslow’s theory and to ensure that their work with the airline results in the employees benefitting according to Herzberg’s theory. The airline should also adopt the general Virgin Group motivation strategies in their motivation programs.

Conclusion

In conclusion, I have found that the incidents of poor customer service at Virgin Air were not isolated and that the leadership was culpable in the emerging negative trends as reports by customers had indicated. Therefore, I have recommended that the leaders in charge of customer service be censured and given a chance to correct his mistakes or be removed from his position. I have also made recommendations on how the company can implement change throughout its ranks moving forward from this point. The airline should implement my recommendation for there to be lasting change in the organization and to save the brand image from irreparable damage by customer service agents.

References

Bowen, D. E. 1986, Managing Customers as Human Resources in Service Organizations. Human Resource Management. 25(3), 371-383.

Brady, J., 2012. HRD interview with Jill Brady-HR Director-Virgin Atlantic Airways. [Online] Available at: http://www.thehrdirector.com/hr-interviews/hrd-interview-with-jill-brady-director-of-hr-virgin-atlantic-airways/>. [Accessed 25 July 2014].

Call of the Wild., 2014. Maslow’s hierarchy of needs-how to motivate your staff. [Online] Available at: <http://www.callofthewild.co.uk/library/theory/maslows-hierarchy-of-needs-how-to-motivate-your-staff/>. [Accessed 25 July 2014].

Crush, P., 2012. Exclusive: Sir Richard Branson talks to HR magazine about leadership. [Online] Available at: <http://www.hrmagazine.co.uk/hro/features/1018119/exclusive-sir-richard-branson-talks-hr-magazine-leadership>. [Accessed 25 July 2014].

Di Mascio, R. 2010, ‘The Service Models of Frontline Employees. Journal of Marketing 74(4), 63-80.

HC Online., 2003. Breaking in a new culture: The Virgin Blue Story. [Online] Available at: <http://www.hcamag.com/profiles/breaking-in-a-new-culture-the-virgin-blue-story-110539.aspx>. [Accessed 25 July 2014].

Lebard, P., Rendleman, K. and Dolan, K., 2014. Viewpoint: Delivering the brand promise through employees. [Online] Available at: <http://www.mmc.com/knowledgecenter/viewpoint/archive/lebard2006.php>. [Accessed 25 July 2014].

Methot, P. L., 2010. Motivation theories. [Online] Available at: <http://methotology.com/Motivation_Theories.html>. [Accessed 25 July 2014].

Mind Tools., 2014. Frederick Taylor and scientific management. [Online] Available at: <http://www.mindtools.com/pages/article/newTMM_Taylor.htm>. [Accessed 25 July 2014].

Petrilli, L., 2011. 5 truisms about leadership and corporate culture that leaders cannot ignore. [Online] Available at: <http://www.lisapetrilli.com/2011/03/07/five-truisms-about-leadership-corporate-culture/>. [Accessed 25 July 2014].

Schneider, B. 2004, Welcome to the world of services management. Academy of Management Executive. 18(2), 144-150.

Towler, A., Lezotte, D. V., & Burke, M. J. 2011, ‘The service climate-firm performance chain: The role of customer retention. Human Resource Management, Vol. 50(3), 391-406.

Tzafrir, S. S. & Gur, A. B. A. 2007, HRM Practices and Perceived Service Quality: The Role of Trust as a Mediator. Research & Practice in Human Resource Management. 15(2), 1-16.

Ueno, A. 2012, Which HRM practices contribute to service culture? Total Quality Management & Business Excellence. 23(11/12), 1227-1239.

Virgin Altantic., 2014. Virgin Atlantic Airways Limited SWOT Analysis.Virgin Atlantic Airways SWOT Analysis. p1-8.

Virgin Atlantic., 2014. Who, what, where, when, why? [Online] Available at: <http://www.virgin-atlantic.com/en/gb/allaboutus/ourstory/forstudents.jsp>. [Accessed 25 July 2014].

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Bullying in the Work Place Research

Bullying in the Work Place

Bullying in the Work Place Project Outcomes and Objectives:
Students will…

construct and revise an arguable and insightful thesis,
explain connections between claims and source material,
construct an engaging introduction,
provide appropriate background/context on the topic,
consider appropriate counterarguments,
construct a conclusion that offers the reader an opportunity for further thought,
employ segues and transitions that move the reader through the paper,
employ the use of the third person point of view,
demonstrate skills gained from the first two projects as it relates to focus and organization, evidence and format, and style, and cite sources using MLA conventions.

Assignment:

In Project 2, students will be asked to compose a polished essay of 1000-1200 words that asserts an arguable thesis and is supported by research.
After researching, developing an understanding of both critical reading and historical perspectives, and learning to extend personal interests into
researchable ideas (and arguable claims), students will combine these skills to write a thesis-driven, research-based essay. This essay should provide
background on the topic (context), evidence to support the claim, counterarguments/refutations, and a conclusion that offers the reader something for further thought (a forward-thinking conclusion).

This project helps to prepare students for the type of research writing they will be asked to undertake in 1102.

This assignment will be evaluated using the FYC rubric.

Role of Research:

Students should use research as (1) support for their theses and (2) a way of acknowledging and incorporating counterclaims. Students should incorporate 4-6 sources.

Writing Process:

Early Draft
The early draft should be an outline or other organizing draft that includes a preliminary thesis, a list and brief explanation of major points (including
counterargument), and a working bibliography.
Important notification : the early draft should be solved in this PDF file
https://usflearn.instructure.com/courses/984319/files/32934171/download
What this means that the early draft should be solved in that outline provided ,

Intermediate Draft
The intermediate draft should be a working draft that includes the thesis, all major points, evidence to support these points (including in-text citations),
counterclaims, and a works cited page. This draft should be 800-1000 words.

Final Draft
The final draft should be a 1000-1200-word polished essay in which students articulate an assertion about their topic with which a reasonable person could
disagree and address counterclaims. Students should ensure that their claim is fully supported with paraphrased, quoted, and summarized material drawn from appropriate credible sources cited using MLA.

Important information :
The assignment evaluation is based on the FYC Rubric.pdf
https://usflearn.instructure.com/courses/984319/files/33042750/download

Please make sure that the early, intermediate and final draft meet the rubric requirements specifically.

The 4-6 sources should be taken from my previous order ( 1004686 ).
There should be at least two counter- arguments.
The early draft should be solved in this PDF file, and not in an essay formal please. In this outline file specifically.
https://usflearn.instructure.com/courses/984319/files/32934171/download
please provide the proper MLA citation in each source, and avoid any citing errors.
Please list the work cited in each draft. The intermediate and the final draft.
The sources that will be used in project 2, should be the same sources that have used in project one ( my previous order)

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The Interview Process to Vet Potential Candidates

The Interview Process to Vet Potential Candidates for Global Leadership Positions

Complete a 3 page paper in APA format (plus cover sheet and reference page) that discusses the methods you would use during the interview process to vet
potential candidates for global leadership positions and why such a process is important.

Your assignment must follow these formatting requirements:

Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.

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Critique of Current HRM status and practices

Critically assess the current practice and status of HRM

Use well-known authors when referencing

In the references Include these sources:

Hoque, K. & Noon, M. (2001) ‘Counting Angels: a comparison of personnel and HR specialists’ Human Resource Management Journal, vol 11:3, pp 5-22.

Walsh, J. (2013) Work-Life balance: the end of the ‘overwork’ culture? Chapter 8. In Bach and Edwards (2013) Managing Human Resources.

Dunn, C. and Wilkinson, A. (2012) Wish you were here: managing absence. Personnel Review, Vol. 31, No. 2, pp. 228-246.

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