timed essay questions due in 3 hours.

/in /by

1 .Explain the employment-at-will doctrine. How does this doctrine conflict with the belief that workers are more than just a commodity that can be bought and sold in a labor market?2. (TCO 2) How has intense global competition affected the American labor movement?3. (TCO 3) What are some of the ways in which public sector unionization differs from private sector unionization?4. (TCO 4) Explain how each of the four schools of thought would respond to the following question: Are employer and employees equals in the labor market and legal arena?5. (TCO 5) Compare and contrast democracy in unions with democracy in corporations.6. (TCO 6) Describe the arguments for and against the use of permanent strike replacements in economic strikes.7. (TCO 7) What are the union’s obligations under a typical union contract?8. (TCO 8) Evaluate the following statement: Due to changes in the environment of business and labor relations since the early 1970s, U.S. businesses can no longer afford to rely on traditional mass manufacturing methods of management. How has the environment changed, and what challenges do these changes pose for the future?

Technology Support of a Great Workplace

/in /by

We now know that so many more things matter to employees in the workplace than organizations once did.  The challenge is achieving the capability to measure and improve the areas that matter, and there are now so many. The conversation between Alley and Robert about organizational cultural alignment, personal wellness, employee surveys (with lots of power to vary delivery structure), recognition framework from all directions, peers, leaders, and direct reports tells us how important engagement is. Finding the right platform to support all of those HR needs is not easy and can be done incorrectly. Now, what do Alley and Robert need to do to make sure they pick the best possible platform to support the most successful engagement model?What are some key criteria for selecting an effective platform to support employee engagement programs for the organization?What actual elements of an engagement platform as discussed by Robert and Alley are most important in your opinion?ResourcesHR Platforms and Employee MotivationJungsun, K., & Gatling, A. (2018). The impact of using a virtual employee engagement platform (VEEP) on employee engagement and intention to stay. International Journal of Contemporary Hospitality Management, 30(1), 242–259.This study of the hospitality industry illustrates employee motivation for using the VEEP and the results of their use on the intention to stay employed with the organization. This resource exemplifies how to make the connection between the functionality of the VEEP with aspects of employee engagement.Meintjes, A., & Hofmeyr, K. (2018). The impact of resilience and perceived organisational support on employee engagement in a competitive sales environment. SA Journal of Human Resource Management, 16.This study of pharmaceutical salespeople examines the organizational factors that employees perceive as supportive and motivational. This resource gives ideas about the motivation that leads to employee engagement and the possible rationale for selecting HR platforms.Characteristics of HR PlatformsThese announcements are intended to help you see what functionality is available in HR platforms to meet the goals of HR professionals trying to increase engagement. The focus should not be on the tools themselves, but on the characteristics of the tools and how they meet the needs of employees along the employee lifecycle.(2018, January 10). Reward gateway revolutionizes the employee engagement market with the addition of employee surveys, delivering the first end-to-end engagement platform: Easy-to-use integrated survey solution allows employers to both measure employee engagement and impact it through a centralized employee engagement platform. PR Newswire.This is a short announcement about the functionality of an HR platform when it came to the market. This resource will help you see some of the characteristics that might be favorable when selecting an HR platform for your assessment. There might be new versions of this tool that you could research and evaluate.(2018, May 21). Thymometrics unveils free forever always-on employee engagement platform: An industry first! Real-time employee engagement available to all. PR Newswire.This is a short announcement about the functionality of an HR platform when it came to the market. This resource will help you see some of the characteristics that might be favorable when selecting an HR platform for your assessment. There might be new versions of this tool that you could research and evaluate.(2018, September 18). Lattice launches employee engagement surveys to strengthen its people management platform. PR Newswire.This is a short announcement about the functionality of an HR platform when it came to the market. This resource will help you see some of the characteristics that might be favorable when selecting an HR platform for your assessment. There might be new versions of this tool that you could research and evaluate.Christensen, M. (2019, 02). We built our own employee engagement platform – and you can, too. Recognition and Engagement Excellence Essentials.This is a short case study about a company that customized their own technical tools so that they could improve their employee engagement. This resource shows how a company isolated their needed functionality from a platform and then went about creating it, similar to what you are asked to do for your assessment.

case study wk 5

/in /by

The case study (How Personal Can Ethics Get? Page 562) will include a Synopsis and three Findings of Fact. Each Finding of Fact will require a justified recommended solution. Students should support their recommended solutions with rational thought learned from the course material, other courses, www resources provided for this course, and real-life experiences. The paper will be double-spaced and will not exceed 10 pages in length.CASE STUDY PREPARATION REQUIREMENTSSynopsis. Each case study paper/presentation will contain a synopsis. A synopsis is a brief overview of the case. Please prepare your synopsis as if I (and your colleagues) do not have the whole case study. Your synopsis should be concise, complete, and fully describe the situation “as you see it.” The synopsis should not exceed 3-4 paragraphs (one to one and ½ pages).Findings of Fact. Findings of fact are important issues discussed in the case studies and usually identify potential problem areas for the firm. Each case study paper will identify three findings of fact. Each finding of fact should be no more than one or two sentences in length. Be succinct.Recommendations/Justifications. Recommendations are directly tied to the findings of fact. For each finding of fact, a thorough and justified recommendation must be provided. General statements and blanket conceptual recommendations that are not fully justified with the facts of the case are not acceptable.Length and Format. The length for each written case study will not exceed ten pages. Papers should be double-spaced, using a typeface (font) of no less than 10 points.I encourage creativity (within reason). Please follow the guidelines (Three Findings of Fact and Three Recommendations).Every paper must have your name, the course name, and the week ON EVERY PAGE.