Is it ethically permissible for an employer to do business with a supplier who acts legally but perhaps “unethically”?Is it ethically permissible for an employer to do business with a supplier who acts legally but perhaps “unethically”?

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Answer the following questions, drawing upon the assigned
readings and resources and using specific examples from those
readings and resources to illustrate and explain your thoughts. In
answering these questions, please follow this format:
–write out the question and then provide your response.
–when you reference (name) a theory, cite your source using the
APA in-text citation style.
–you must cite sources and provide bibliographic references at
the end of the assignment. For an example of how to format this
correctly, go to the Course Information module, click on Course
Readings and Materials and see the correct format for the textbook.
The Shaw & Barry (2013) text is your primary resource in this
course.
Assigned questions:
The original assignment in this module dealt primarily with
employers trying to find wrongdoing/problems/status of and by
employees . We now turn to the question of employee rights and
employer obligations. Using at least two (2) of the foundational
ethical theories studied in Module 2 FOR EACH QUESTION , you should
answer the following questions.   With each answer,
you should discuss the issues and set forth and defend a clear
position.
–Federal law requires that employers pay a minimum wage and pay
overtime, although some believe that the concept of a living
wage is the more ethical standard.  Explain and
defend your position on whether you agree or disagree.
–Is it ethically permissible for an employer to do business
with a supplier who acts legally but perhaps “unethically”? For
example, many foreign countries do not have the health and safety
regulations we consider standard for employees. Is it ethical to do
business with those supplier? Remember to use at least two theories
to discuss.
–Is it ethical for an employer to require as a condition of
employment or use as a consideration for advancement promotion,
that an employee participate in organizations apart from the
business (ie. community non-profit organizations)? Does the type or
nature of the organization make a difference?
–Finally, some opine that employee pay should be tied in part
to the compensation of the owner/chief operating or executive
officer of the business, with the lowest paid employee being paid
no less than a certain percentage of the highest paid employee. Is
this an ethical way of determining compensation?

Analyze the relevance of key design thinking components to a chosen innovation.

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Analyze the relevance of key design thinking components to a
chosen innovation. Specifically, you will need to apply the first
three components of the design thinking process to your chosen
innovation.
Apply key components of design thinking process to a chosen
innovation. Specifically, you will need to apply the first three
components of the design thinking process to your chosen
innovation.
Analyze a change management model you could integrate into this
innovative process.
Evaluate two leadership practices that you could incorporate
into your innovative change process.

Explain how changes in the external environment to split up maternity leave rather than using resulted in changes in the internal environme a one continuous period.

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Answer the following case question
-which human resource management process was most likely the
least important for google?
-which human resource management process was the problem with
google’s female employees?
-does google practice effective strategic human resource
planning?
-from reading the case does it seem internal or external
recruiting?
– how did google change its human resource management process
regarding to maternity leave?

CASE: G00GLES HUMAN RESOURCES MANAGEMENT to encom long lunch ta Think it’s easy to work in the human resources department mingling among employees at Google? Despite being a dream job for many, is it possi daily decisions on how best to handle new and situations As Prasad Setty from Peope Operations sa make thousands of people deci day who we should hire, how much we ble that people actually want to leave Google The As it turns out, a lot of women were leaving Google company, known for its happy employees, asked why Rather than a human resources office, Google refers to its sions every who should promote, wh should pay we try to do bring the same go of. What we rigor to people that all people decisions ng decisions our mission is to have department as People operations. The mission of People Operations is as follows In People operations (you probably know be informed by data us better as Human Resources”), we “find you like Or, to put it in a less data-derived context, “If bringing them, grow them, and keep them your job, but for all that, it should be-and could be something more. So why isn’t it? Hopefully, every the world’s most innovative people to Google and building programs that help them thrive human resources department can help its employees reach Whether recruiting the next great Googler refining our core programs, developing talent their full potential or simply looking for ways to inject more fun into the lives of our Googlers, we bring a data Case Questions driven approach that is reinventing the human 1. Which human resources management pr was resource field.1 most likely the least important for Google 2. Which human resources management process was the So, why were these women leaving Google? Google used problem with Google’s female employees? ts analytical skills to study the problem and found that 3. Does Google practice effective strategic human their maternity leave plan did not match the working resources planning? mother’s needs and the newborns the were now caring for 2 Google’s maternity policy previously allowed for does it seem that Google 4. From reading the case 12 weeks of fully paid and vested leave. A more flexible gets most of its employees from internal or externa plan was created that allowed new mothers to take a rea recruiting as needed. The new mater sonable amount of time off 5. How did Google change its human resources manager nity plan offered biological mothers 18 to 22 weeks ment process regarding maternity leave of paid maternity leave to better match the significant development that occurs in children between the 12- and cumulative Case Ouestions 18-month-old range. Mothers also now had the ab 6. Explain how changes in the external environment to split up maternity leave rather than using resulted in changes in the internal environme a one continuous period. This allowed for new mothers Google (Chapter 2) to work a few months after giving birth, and then take 7. What type of strategy is Google currently pu (Chapter 4) off the remaining time left on their maternity leave. The policy change proved to be effective. Google found that returning mothers left at half the they were leaving at s. How did Google manage diversity in the case (Chapter 6) previously Google is often rated the best company in the world to Case References work for by Fortune magazine. What has kept Google in this standing for so long? Does Google know something 1. Google website that the rest of the world doesn’t?

which of the big five personality dimensions is affecting jefferson’s behavior

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Answer the following case questions from 1 to 12: starting
with
1. which of the big five personality dimensions is affecting
jefferson’s behavior
2.
3.
……
to 12
2.

er than ask 7. ch of the conflict management styles do you tend ng people? Why to use most often? Why? oes the Pygmalion effect really work? y or why 8. H have in your life? When do ow much stress do you more stress, and what is or are the not? you tend to have your attitude toward power and nizations? Should major cause or causes of the stress wha politics changed, politics be 9. Which of the stress management techniques listed in if so, how the text do you use currently? Can you think of or d cthe guidelines for developing political skills think is most important? you use any other stress management techniques tha are not listed in the text do y CASE: OB AT COLLEGE unting ege in the Nor epartment of had said nothing during the meeting, told Jefferson that DA) has nine faculty members. It is one of 12 e agreed that forbidding her to use assistants for departments in the School of Arts and Sciences graduate Department of Management, Joe Perry, is in grading exams would not be fair. as Perry had hope rs, including There was no department consensus a have been in the department longer than Tina there would be. Therefore, Perry said at a future Perry asked the dean of the SAS about the Perry department policy, which would be discussed department college’s meeting. The next day, Jefferson ent a memo to the use edthat ere was members asking if it was ethical and legal to no formal collegewide policy, but he of the same resources as others across the campus.Jefferson the vice president (VP) for academic also stated that if the department set a policy against using The VP and the dean the matter and decided to graduate assistants to grade objective exams, she would Hindividual ents develop their own policies about appeal the policy decision tothe dean, VP, and preside istants and their responsibilities. Since Pe Case Questions kieved faculty members should have fo 1. Which Big Five personality dimension is affecting bw be made developing a policy for graduate assistants an Jefferson’s behavior? Jefferson is disagreeing with a zenda item for the next department meeting policy changes and is trying to stop it. She may also During the meeting, Perry asked for members’ views be somewhat emotional about losing help that will on what graduate assistants should and should not be require her to do more work herself. lowed to do. Perry was hoping the department would come to a consensus on a policy. Jefferson was the only faculty member who was using graduate assistants to 2. What role are perception bias and attitudes playing d which determinant of job satisfac this case, an perception bias tion would influence Jefferson? The grade exams. One of the other faculty members spoke ame of reference. Perry and Jefferson have differ The two of them out against this use of graduate assistants. Other faculty ent views of the need for a policy. tembers agreed, stating that it was job trade exams. Jefferson stated that since her exams were requiring clear correct it was not nec sary for her to grade them She pointed out also have different attitudes about the use of grad assistants-Perry negative and Jefferson positive. If Jefferson can’t use grad assistants, it will have a nega tive effect on her job satisfaction because of the work itself she wi have to do more work, w hich she aculty members in other departments and entire teach were and exams there- and to fair to forbid to use e, she did not think it would be doesn’t want to do 3. What type of power do Perry and Jefferson appear to be using during the meeting 4. Which political behavior seems to be stopping which that the department did not need a However, requested department insisted that department Jefferson from getting what she wants, and if she behavior could be of most help to her nts to continue to use graduate assistants for grad However, after the ing exams ty member, Nigel Weston, who pposing view during the