Human Resource

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  1. Create a chart with rows and columns to establish the following requirements of discrimination under the law in the following areas at the top:
    • Title VII Gender Discrimination in Employment Practices
    • Sexual Harassment Based on Hostile Work Environment
    • Quid-Pro-Quo Sexual Harassment
    • Sexual Orientation in the Workplace
    • Along the left side of the chart, create the following rows:

    • Requirements to Prove Under the Law
    • Ways Employers can Minimize Liability
    • Recent Case Example
    • Complete the chart for each section.

      Explain in 350 to 525 words the requirements of each type of potential gender discrimination. 

      Explain in 350 to 525 words the specific ways employers can minimize liability for each type of gender discrimination. 

      Research and include a relevant case to illustrate each type of gender discrimination. 

      Format your citations and references consistent with APA guidelines.

Human Resource

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Resources: Employment Law for Business, Ch. 2, 3, 6, & 7; case scenario provided by the Society for Human Resource Management (SHRM); Grading Guide: Employment Discrimination Based on Race and Religion

Review the case scenario materials for “Religious Discrimination and Racial Harassment: What Ever Happened to MarShawn DeMur?”

Discuss,  the inherent employment discrimination issues and include the following in your report:

  • Identify and describe the specific issues Maalick encountered in the workplace. Do the actions of other workers at Treton represent discrimination and harassment? What elements of law are important for Treton to consider?
  • Evaluate the actions of the HR director, Marta Ford, in response to Maalick’s situation. What could she have done to prevent the situation and what more could she do to ensure that this type of situation would not occur in the future?
  • How would you characterize Clive Jenkins’ behavior and response to this situation?
  • What resolution to this situation might Judith Dixon suggest?
  • What are the broader implications of this situation for Treton? What type of organizational review might Dixon initiate or suggest from a corporate perspective?

Write a 700- to 1,050-word report.

Format your report consistent with APA guidelines.

300 Words – APA- Discussion Board – Due in 48 Hours

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Talent acquisition and recruiting has changed over the last decade with new technology, online postings, phone applications, use of social media, etc. Some organizations spend more resources on recruiting new employees rather than retaining and developing current employees.

This week’s case study about GE’s Succession Planning focuses on attracting, hiring, and retaining strong organizational employees. Specifically, the case discusses how organizations can use mentoring and succession planning to ensure talent retention.

For this week’s discussion propose three strategies that could improve an organization’s employee talent acquisition process, thereby leading to a stronger workplace.

***********************Answer the above using the question and answer (Q&A) format.  The Q&A format should include the original question along with your response. Within your post, support your responses with information from at least one peer-reviewed/scholarly source (not older than 3-5 years) from  CSU Global online library or the Internet, and provide the full citation at the end of your post. Use APA guidelines (at the CSU Global Writing Center )  to format your references. Your total word count must be at least 300 words excluding the original questions.****************************

MKT 630 DQ4

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Now it is time to elaborate on the rest of the marketing plan for the new product. Be specific. Make sure that all of the pieces of your plan are consistent with each other and are designed to meet the needs and wants of your target customers.

Primary Task Response: Within the Discussion Board area, write 400 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas.

The board members were very impressed with your presentation and how you are moving through the product development process. Michelle is ready now to start looking at the promotional part of the plan. She has been reading technical publications that laud the advantages of high-tech or digital promotional tools (i.e., Internet, social media, blogs, etc.) over traditional approaches (i.e., TV, radio, newspapers, and magazines) to reach potential customers. You catch up with her in her office before she leaves on a business trip.

‘Michelle, I want to speak to you about the e-mail you sent regarding the promotional tools we should consider for the new product,’ you say.
“I have a few minutes before I have to leave,’ she says. “Go ahead.”
“Well, I agree that digital media is the trend, but I think traditional advertising and promotion should still have a place in the plans,” you say. “I know you don’t have time now, but I would like to talk about the advantages and disadvantages of each type of promotional tool as they relate to the target segment and branding strategy. When can we get together and talk about this?”
“I really do want to talk about this,” she says. “I need to know what type of media you think would be best for MM’s new product. Can send me an e-mail with your thoughts on the subject and I’ll read it on the plane? We can get together when I get back to finalize the choices.”
“Thanks, Michelle. I will do that,” you say.

Diversity and Discrimination In the work place

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After you have reviewed the case (this includes searching for other resources), you will prepare a case analysis in which you address the following in 2-3 pages (not including a reference page):  

Introduction

  • What is the case? 
  • What are the facts in the case? Provide a brief summary.

Analysis

  • What is the legal conflict / issue(s) that is presented? 
  • What is the relevant legislation surrounding this dispute/case? 

Conclusion

  • Has the dispute been resolved or a court decision made? 
    • Do you agree/disagree with outcome?
    • Do you agree/disagree with the likely outcome? 
    • If yes, what was the legal outcome?  
    • If not, what do you think will likely be the outcome? Why? 

Employment Discrimination Discussion

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  3. If you were a supervisor at this clinic, would you issue the same warning to the health-care workers? Why/why not. 
  4. Has this government-run clinic violated federal law? Why/why not? 
    1. If they have, indicate the specific law that they violated.  
    2. If they have not, provide a real-world example in which it would be a violation to have English-only rules in a business organization. 

Option #2: Reflections on Resolving Work Conflict

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Option #2: Reflections on Resolving Work Conflict

For this assignment, you will identify a workplace conflict that you have researched. Address the following in a paper:

  • Describe the organization and share its URL.
  • Briefly describe the conflict and make sure to use at least two different sources, such as a newspaper article, a scholarly article, or a trade (business) publication. Do you detect differences in the accounts of the conflict?
  • Outline the steps in the de-escalation technique used; highlight the benefit of each step in the process.
  • Identify the conflict resolution or negotiation processes that were used.
  • Highlight the advantages and disadvantages of the approach.
  • Describe why you believe the approach was successful or unsuccessful.
  • What was the end result of the conflict? Analyzing the conflict, what might have been handled differently and by whom?

Assignment Requirements:

  • Your paper should be 4  pages in length, not counting the required title and references pages.  
  • Cite a minimum of six scholarly sources to support your positions, claims, and observations, in addition to the textbook, four of which should be academic, peer-reviewed sources.  (You may not use the required and recommended readings for this course.)

MKT 630 IP3

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The board has called a meeting to see how the new product for MM is coming along. Michelle calls you about the meeting.

“I like your ideas for branding the product,” she says. “I think the board wants an overview now of the whole process we are using for developing the new product. Can you do that?”
“Thanks for the comments about the branding strategy,” you say. “I tried to be creative with my approach. I’d be glad to show the board the process we are using to develop the new product.”
“Great,” she says. “Why don’t you do what you did last time? The 10–15 slides that you presented worked well in the 30-minute time slot.”
“In the past I’ve done similar presentations and have a format that really works. The board has been very receptive to the flow of the information and I think it will work for us for this presentation too,” she adds. “I’ll instant message the information to you after our meeting. The flow might work for you also.”
“Great,” you respond. “I’ll get started on this first thing in the morning.”

When you get back to your office, the instant message from Michelle is on your screen. It reads:

These are the areas we need to cover in the presentation. 

Idea generation
Idea screening
Concept development and testing
Marketing strategy development
Business analysis
Product development
Test marketing
CommercializationBe sure to include the information from our discussions on branding as part of the marketing strategy development phase of the process.

10–15 slide PowerPoint with 200–250 words speaker notes per slide

csu discussion

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apa format

1-2 paragraphs

references 

Module 7: Discussion Forum

     

While personality is the relatively permanent part of our behavior, values arise from our experiences and are rooted in our upbringing. Personality is a large component of effective leadership. 

  1. Do experiences that are influenced by strong cultural values and a strong family system lead to much stronger strategic decision making? Do they lead to stronger leadership skills? Explain why or why not and back up your claims with research. 
  2. Personal Application: Think about your own background? What significant experiences shaped your values? How do those values play out today in the workplace, and how do they determine the decisions you make each workday? How do they affect you in terms of your leadership approach and effectiveness? If you are not working, how might these experiences affect you as a future worker or leader? 
  3. Global Application: Consider you are a leader and conduct business in a global community. You are responsible for all decision making in the organization. How would you ensure your decisions are considerate of the ethical and social cultures in which you conduct business? 

I need a discussion done for week 3 for my 521 Recruit, Retain, Reward and Develop and a response to 2 Classmates

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 Week 3 DiscussionCOLLAPSE

Assessment Techniques

In Chapter 5, Bock describes his preferred interview process, which involves “combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership.” Give two reasons why you agree or disagree with his position on candidate assessment. 

Post your initial response by Wednesday, midnight of your time zone, and reply to at least 2 of your classmates’ initial posts by Sunday, midnight of your time zone.​​

Respond from Daneille,

 

Bock’s Interview Process – Candidate Assessment

Bock describes his preferred interview process, which involves “combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership.” 

Question

Give two reasons why you agree or disagree with his position on candidate assessment.

Response

 Candidate assessment is critical in hiring the right candidate for the job. It is the evaluation of listed candidates for an interview to determine who meets all the required criteria to be hired in a company. Effective candidate assessment requires a structured interview process guided by principles drawn from the organization’s culture and policies. Therefore, I agree with Bock’s interview process of “combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership” because it is critical in hiring the desired candidate for various positions in a company. 

 The first reason I agree with Bock’s position on candidate assessment is because behavioral and situational structure interviews provide the needed framework to identify and hire the right candidate who can complete the jigsaw puzzle for winning teams in an organization. Behavioral and situational structure interviews enable the interviewers to accurately determine a candidate’s ability and energy in executing the required duties and responsibilities in the position the candidate is to fill in the company. According to Ursal (n.p), candidates with energy can articulate the company’s mission and steer them towards achieving the company vision. Ursal (n.p) further points out that candidates with ability and energy can motivate others to perform and are likely to have the skills and passion in their job. 

 The second reason I agree with Bock’s position on candidate assessment is because assessing the candidate’s cognitive ability, conscientiousness, and leadership abilities are primary in hiring a candidate who fits in every organization. The cognitive ability helps determine whether the candidate can execute all tasks from the simple to complex tasks in their positions. Poindexter (n.p) points out that cognitive ability, conscientiousness, and leadership abilities are key indicators of a candidate’s quality. Smith (n.p) also acknowledged cognitive and leadership abilities as strategic elements that form blueprints for hiring suitable candidates. According to Smith (n.p), Bock’s interview process is also helpful in determining candidates’ ability to improve in their various positions of work. 

Poindexter, Jacqui Barrett. “15 Interview Questions to Ask Candidates: Glassdoor for Employers.” US | Glassdoor for Employers, 2 May 2020, www.glassdoor.com/employers/blog/15-interview-questions-ensure-candidate-quality/.

Smith, Carlie. “7-Step Hiring Blueprint That Built Netflix: OpenView Labs.” OpenView, 8 Apr. 2015, openviewpartners.com/blog/netflix-hiring-blueprint/.

Ursal, DJ. “The 4E’s and 1P – Live with Jack Welch.” LinkedIn, 14 Jan. 2016, www.linkedin.com/pulse/4es-1p-live-jack-welch-dj-ursal/.

2nd Response

 Motlalepula Mojela RE: Week 3 DiscussionCOLLAPSE

Hi Dr. John and Fellow Students

Bock describes his interview process which involves combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership.

  • Give two reasons why you agree or disagree with his position on candidate assessment.

An interview process involves people who believe in themselves that they qualify to apply for a position, based on their expertise, educational background as well as experience within the specified field. As individuals, Jack Welch mentions factors such as positive energy, ability to energize others, the courage to make tough decisions, be able to get the job done, and to have passion for what one is doing. As human beings no one is a perfect being, we are all prone to mistakes but learn from such mistakes as well so that one does not repeat the cycle.

Within the education fraternity, the minimum requirement used to be a three- year Teacher’s Diploma, nowadays, it has to be a four- year  Bachelor’s degree, but nothing prepares one for a job interview, as it is only then that one is faced with a real-life situation that can determine success or failure in one’s career path. As managers in HR and or driving force towards hiring it is important to determine our expectations first before coming to the interview table. Most of the teachers, including H.O.D’s and Principals, bring some vague ideas when it comes to hiring. It is worse in a situation where one gets hired because of nepotism, bribery, and certain expectations, as it has been the norm in our country. There are very few institutions where one gets an honest interviewing panel and eventually gets hired. Maybe, through luck or the grace of God. 

Bock’s ideas of behavioral and situational structured interviews should be the foundation of any organization that is willing to build leaders through support, encouraging debate within the organization, and allows everyone to have a voice. A place where everyone feels welcomed and one is able to contribute towards the success of the company. Behavioral and situational structured interviews should be the doorway in which credibility, gaining trust and candor are at the forefront of any organization.

Bock states that “hiring is the most important people function that you have, and most of us aren’t as good at it as we think.” This means that as HR personnel one should be forever on a learning curve, to improve as well as to understand those who might be on one’s interview panel. This would include embracing diversity and inclusion.

What Bock is giving us, is a guideline not only for those we are interviewing but also as a personal self-reflection to those who are part of the interview panel. This will create a match for the best possible candidate as well as finding a common ground for the success of any organization.

Combining behavioral and situational structured interviews should be the yardstick for every organization, well-established companies as well as educational institutions within the HR and also be included as one of the courses to be mastered at the undergraduate level so that it prepares the candidates for the world of work.

References:

1. Ursal, DJ. “The 4E’s and 1P- Live with Jack Welch ” LinkedIn,14 Jan 2016.www.linkedin.com/pulse/4es-1p-live-jack-welch-dj-ursal

2.Poindexter, Jacqui Barrett. “15 Interview Questions to ask candidates: Glassdoor for Employers, 3 May 2019. www.glassdoor.com/employers/blog/15-interview-questions-ensure-candidate-quality/.

3.JWI 521. Week 3 Lecture Notes 2020