4 page in which you: Analyze the manner in which Zappos's leadership has fostered a culture of ethics in the company. Suggest two actions that other companies can take in order to mimic this culture. Determine the major impacts that Zappos's leadership and ethical practices philosophy have had on its stakeholders. Examine three of the ethical challenges that Zappos faces. Recommend three actions that Zappos's leadership should take in order to address these ethical challenges. Evaluate the effectiveness of the core values in relation to developing a culture of ethics. Determine the manner in which the core values support the stakeholder's perspective. Analyze the major ethical challenges that Zappos has faced. Determine whether or not you would have resolved these challenges differently than Zappos's management. Provide a rationale for your response.
Review the document on Discretion and Bias in Performance Evaluation. Explore the article topics inherent in the performance appraisal process and select any two you feel might be more prevalent during the performance evaluation process in organizations. State your rationale and be specific.
Review the Case Study: Regional Hospital on page 390 of the textbook. Based on your readings this week and the case study, please respond to the following questions: Do you believe that a program of HR metrics and workforce analytics might be useful at Regional Hospital? What opportunities do you see regarding where and how metrics and analytics might be applied in this organization? Identify three analyses and associated metrics you think might be useful for Regional Hospital to consider. Be sure to respond to at least one of your classmates'; posts. Knowledge, Skills, and Abilities Connections SHRM-CP Alignment: Business Acumen / Consultation / Analytical Aptitude KSA: In this week's discussion board, you will practice, in various degrees, the following Knowledge/Concepts, Skills, and Abilities: Business and Competitive Awareness Business Analysis Strategic Alignment Designing HR Solutions Service Excellence Data Advocate Data Gathering Data Analysis case study: CASE STUDY: REGIONAL HOSPITAL Regional Hospital is a 500-bed hospital and several associated clinics in a major East Coast metropolitan area. It has been an aggressive adopter of computing technologies in efforts to decrease costs and improve operational efficiencies. A critical challenge facing the hospital is meeting its ongoing challenges to staff the hospital and allied clinics effectively, given the ongoing shortage of nurses; uncertainty in health care legislation; emphasis on shortening hospital stays to reduce costs, which causes the daily census (numbers of patients in various departments) to vary dramatically from day to day and shift to shift; the continued aging of the population in its primary care area; and the unending competition for employees with key skill sets. Employee expenses represent more than 80% of the overall costs of operation for the hospital, so identifying ways to match optimal skills and numbers of employees to the appropriate shifts is critical to achieving consistent success. However, individual shift managers struggle to make effective staffing decisions, resulting in consistent overstaffing or understaffing of shifts and departments. These staffing problems potentially increase the high costs of varied levels of patient care and satisfaction and potentially increase the risk that staff turnover may escalate because of dissatisfaction with the continuing inability of managers to match staffing needs to demand. Company managers recognize the potential that HR metrics and analytics might have for their organization, and they have come to you for help. They are hearing from their peers in other hospitals that metrics can help in this area but are not quite sure where to start. They are looking for you to offer guidance on how to do HR metrics and workforce analytics.
Policy and Supply and Demand (110 Points)Various programs to increase employment in the healthcare sector have recently been introduced in the Kingdom of Saudi Arabia. As a result, an increasing number of foreigners have been provided with the opportunity work in the Kingdom. Studies show that 30% of the workforce in Saudi Arabia consists of expatriates (expats), or individuals from other countries who reside in the Kingdom. Assuming the role of Director of Human Resources, you have been tasked with filling a number of open positions in your hospital. One strategy you are considering is to recruit expats. There are national policies and procedures that employers must follow before recruiting for and hiring expats. Create a PowerPoint presentation for your facility’s Board of Directors with the following heading items in your submission: Identify and describe an open position that needs to be filled. Rationalize the need for this position. Explain national policies that restrict expat employment in the Kingdom. Describe how to “sell” the strategy of recruiting and hiring expats to the Board of Directors. Conclusion. Your presentation should meet the following structural requirements: Be 7-8 slides in length, not including the cover or reference slides. Be formatted according to APA and Saudi Electronic University writing guidelines. Provide support for your statements with citations from a minimum of four scholarly articles. These citations should be stated in the Notes section of the slide in which they appear. Two of these sources may be from the class readings, textbook, or lectures, but four must be external. Presentation notes are required for each slide to support the slide content. These must be a part of the presentation, and so the presentation cannot be submitted in PDF format, which does not make notes visible to the instructor. About 150 words on each slide in the presentation notes area will suffice. Utilize headings to organize the content in your presentation.
For this discussion, your instructor will divide the class into groups of four to five students. Place yourself in the role of an employee named Tyler Cahill, whose annual evaluation has just been completed. As you review the annual performance evaluation, you believe that it was partly based on judgment and not evidence. However, you realize there are some gaps in your performance. Up to this point, you felt like you had a good working relationship with your manager. For your initial post, answer the following questions based on the Annual Performance Evaluation document. What are some examples in the performance evaluation document that are based on judgment and not evidence? In a forthcoming meeting with your manager, what is your plan to address that you believe part of the evaluation was not based on evidence? How will you explain to your manager why it is important for a manager and employee to agree on performance gaps based on evidence? Use the information from the readings for this module to support your plan. Please see attachment 2 paragraphs
Then you will present a stakeholder analysis by identifying the principal stakeholders in the failure and how they were impacted. Finally, you will present an action plan for remediation of the failure and avoiding its reoccurrence
ASSESSMENT, MULTICULTURAL CONSIDERATIONS, AND THE SPIRIT OF MOTIVATIONAL INTERVIEWING During an initial meeting with a service user, an advanced human services professional practitioner often conducts an assessment to determine the service user’s presenting problem or presenting needs. Conducting an assessment while also maintaining the spirit of motivational interviewing requires a delicate balance. Asking too many closed-ended questions in rapid succession may cause the service user to take on a passive role and the practitioner to take on an expert role, which is contradictory to the spirit of motivational interviewing. However, failure to elicit enough information may limit the practitioner’s ability to accurately determine the service user’s presenting problem or service needs. Fortunately, skilled practitioners are able to effectively integrate traditional assessment techniques and motivational interviewing to elicit enough information from the service user while also forging a collaborative partnership with them. You can see an example of how this is done in Chapter 11 of the course text, which is part of the assigned readings for this week. RESOURCES Walden University, LLC. (2020). Hart CityLinks to an external site. [Interactive media]. Walden University Canvas. https://waldenu.instructure.com Note: When conducting an assessment or using motivational interviewing, it is also crucial to consider a person’s cultural background in your presentation of questions and in developing a rapport. For this Discussion, your Instructor will assign you a case study. You will apply an assessment and the spirit of motivational interviewing to the service user in the case study. You also will identify multicultural considerations you would make while working with the service user. You will use this case study multiple times throughout the course, each time applying a different motivational interviewing skill. RESOURCES Be sure to review the Learning Resources before completing this activity. Click the weekly resources link to access the resources. WEEKLY RESOURCES TO PREPARE Review your Course Announcements for possible information related to this week’s Discussion and Assignment. Review the Learning Resources on assessment, engaging service users, multicultural considerations, and the spirit of motivational interviewing. Go to the Hart City virtual community using the link that is provided in the Learning Resources. Once you are in the community, review the case study you were assigned. Consider which type of assessment you would use with the service user in the case study, and why. Reflect on the multicultural considerations you would make when assessing the service user. Think about how you would apply the spirit of motivational interviewing when meeting the service user for the first time to understand their presenting problem. BY DAY 4 Identify the Hart City case study you were assigned in the subject line of your post. Post a description of which type of assessment you would use in the case study, and explain why you chose this assessment over the others. Then, describe at least one multicultural consideration you would make when assessing the service user, and explain why. Finally, explain how you would apply the spirit of motivational interviewing when meeting your service user for the first time to understand their presenting problem. Remember that your goal is to engage the service user.
Select two of the following acts: National Labor Relations Act (NLRA), Worker Adjustment and Retraining Notification (WARN) Act, Reduction in Force (Age), Age Discrimination in Employment Act (ADEA) and Older Workers Benefit Protection Act (OWBPA). Determine two major challenges that each of the selected acts may cause within an organization, and then outline a plan to prevent the challenges from adversely affecting the organization or employees. Justify your response.
Overview To be wrongfully terminated is to be fired for an illegal reason, which may involve a violation of federal antidiscrimination laws or a breach of contract. The legal standards governing termination differ substantially depending on whether private-sector and nonunion employees or public-sector and unionized employees are being considered. As the company HR leader, you are accountable to the organization to ensure that all employee terminations are initiated and completed while maintaining strict adherence to current employment laws and EEOC guidelines. Instructions a 5-6 p in which you: Address your understanding of the term constructive discharge - what is it? Then, identify factors courts might focus on to determine if constructive discharge exists. How might the organization avoid claims of constructive discharge? Hint: Read Constructive Dismissal and Wrongful Termination. Discuss the differences between pure employment at will and employment at will with exceptions. Do you believe employment at will is fair? If not, what is an alternative? Briefly describe what the Montana Wrongful Discharge from Employment Act (WDEA) is. What do you see as the benefits of this act to employees? Employers? Identify and discuss a minimum of three actions organizations may want to consider as they seek to handle employee terminations legally. Go to Basic Search: Strayer University Online Library to locate at least three quality academic resources in this assignment. Note: Wikipedia and other websites do not qualify as academic resources. The specific course learning outcome associated with this assignment is: Evaluate the legality of an employee termination.
