Sunday, September 15, 2019

Alex Sanders Hbr Case

Team Assignment: Alex Sanders Memo To: Mr. Sam Glass From: Team 8 Date: March 2nd, 2013 Subject: Alex Sanders In response to your inquiry regarding Alex Sanders and performance management, we urge you to consider the following recommendations. Your perception of Alex as a go-getter is absolutely accurate; he has the intellect, drive, and ambition to accomplish goals with great success. In fact, much of the group’s success is correlated with Alex’s involvement.We realize that his personal motivators are compensation, mastery of new tasks, and being spotlighted for his successes. In contrast, your firm is hoping to extract value through increased teamwork, mentorship, and facilitating a more comfortable workplace. Through this juxtaposition, we believe that Landon Care Products should tie a portion of Alex’s compensation and future project designations to his ability to improve in the following metrics: overall team incorporation on projects and formal mentoring pr ocess to direct reports.This alteration will incentivize Alex to delegate work effectively and trust his team members, while ensuring that they are continuously coached and can extract value from his expertise. We realize that Alex may not be entirely welcoming of this change initially, but if you raise his achievable compensation level and designate a future promotion – both of which are contingent upon his improvement – Alex will create positive new habits. In terms of performance management processes, we believe that the 360-degree method not a worthwhile means of performance feedback.The data is often flawed because it is not an objective measure: employees subconsciously evaluate their associates’ performance in relation to the benchmark set by their own performance. As such, the data can be inherently flawed. We recommend that Landon Care Products use a balanced scorecard system to capitalize on the multi-dimensional performance measurement. This will give Alex and his colleague evaluation from multiple perspectives while mitigating the inherent biases of evaluating one’s peers and superiors. Alex Sanders Hbr Case Team Assignment: Alex Sanders Memo To: Mr. Sam Glass From: Team 8 Date: March 2nd, 2013 Subject: Alex Sanders In response to your inquiry regarding Alex Sanders and performance management, we urge you to consider the following recommendations. Your perception of Alex as a go-getter is absolutely accurate; he has the intellect, drive, and ambition to accomplish goals with great success. In fact, much of the group’s success is correlated with Alex’s involvement.We realize that his personal motivators are compensation, mastery of new tasks, and being spotlighted for his successes. In contrast, your firm is hoping to extract value through increased teamwork, mentorship, and facilitating a more comfortable workplace. Through this juxtaposition, we believe that Landon Care Products should tie a portion of Alex’s compensation and future project designations to his ability to improve in the following metrics: overall team incorporation on projects and formal mentoring pr ocess to direct reports.This alteration will incentivize Alex to delegate work effectively and trust his team members, while ensuring that they are continuously coached and can extract value from his expertise. We realize that Alex may not be entirely welcoming of this change initially, but if you raise his achievable compensation level and designate a future promotion – both of which are contingent upon his improvement – Alex will create positive new habits. In terms of performance management processes, we believe that the 360-degree method not a worthwhile means of performance feedback.The data is often flawed because it is not an objective measure: employees subconsciously evaluate their associates’ performance in relation to the benchmark set by their own performance. As such, the data can be inherently flawed. We recommend that Landon Care Products use a balanced scorecard system to capitalize on the multi-dimensional performance measurement. This will give Alex and his colleague evaluation from multiple perspectives while mitigating the inherent biases of evaluating one’s peers and superiors.

Latitude and Type Your Response

Mapping The Lesson Activities will help you meet these educational goals: Science Inquiry? You will conduct online research, collect information, and communicate your findings In written form. STEM?You will apply scientific tools and knowledge to solve real- world problems in order to grow in your understanding of science as a creative human activity. 21st Century Skills?You will employ online tools for research and analysis, use critical thinking and problem-solving skills, and communicate effectively in order to solve real-world problems. DirectionsWrite a response for each of the following activities. When you have finished, submit your work to your teacher. Check the rubric at the end of this document to make sure your work is meeting the expected criteria. Task 1: Coaching In adventure books and movies, the hero sometimes has to follow a map to find a burled treasure. Today, a new sort of adventure sport has become popular In which people use technology to â€Å"find† tre asures. Coaching involves global positioning satellites, maps, and participants' sense of adventure to locate specific geographic spots.These could be situated in a local area and tracked down In â€Å"real time† or located anywhere on Earth and identified virtually. As you know. Every point on Earth can be Identified by latitude and longitude. In this lesson, you studied how to read points on a map in degrees, minutes, and seconds of latitude and longitude. For example, the Space Needle in Seattle, Washington, is located at approximately 470 37†² 14†³ N. 1220 20†² 57†³ W. Use your map reading, Internet searching, and reasoning skills to find the following locations and answer the three questions for each.

Saturday, September 14, 2019

Consensual Relationship Agreement Essay

Abstract As companies begin to acknowledge the existence of work place romances, the use of consensual relationship agreements (CRAs) has become an area of discussion. While many of today’s organizations prohibit the romantic involvement of its employees with one another, there are other companies that have adopted the use of consensual relationship agreements. Although employers find the CRAs an easy solution to this situation, the employees romantically involved, employees are against the agreement, arguing that the contract is intrusive in their personal lives. They go further on their arguments, stating that the agreement is an invasion of their privacy, and that the document goes against some ethical principles. From the Human Resources professionals perspective, they will try their best to make sure employees and employer agree with the contract and are happy with the situation, so a negative influence do not impact other coworkers, and their performances will not affect their jo bs. 1. Critics of CRAs assert that they are too intrusive, ineffective, and unnecessary and that they can cause as many problems as they solve. Identify the specific reasons and examples that might justify these criticisms. Critics are relying on the concern-for-others principles that focus on â€Å"the need to consider decisions and behaviors from the perspective of those affected†, which in this case, are the employees who sign the Consensual Relationship Agreements. Employees who are romantically involved at work and are asked to sign the agreement, may consider getting into their personal life too intrusive. Informing an employer of a relationship should be a decision made based by both parties involved, and not imposed. CRAs can be ineffective because even after signing the agreement, an employee may be discontent with the invasion of privacy, and according to the Human Resource Management, on their Workplace Romance Poll conducted in 2009, they found that: â€Å" Our experi ence was if a company tried to forbid it, more people started dating for the thrill of it† (Hellriegel & Slocum, 2011). With that in mind, when employees romantically involved disagree with the policies of the contract, they will tend to act against the agreement’s policies. In order to avoid a break of the agreement, the policy must clearly identify who is protected, and explain that the contract works in favor of all three parties involved. Some human resources managers also argue that even with the terms in the contract being clearly and rigorous, that will not make the couple act professionally while at work and many other effects of workplace romance, and therefore, they classify as ineffective. The contracts become unwanted for instance, when employees disagree with such policy. They do not want to be excessively monitored. If an employee feels that the CRAs are too restrictive and that he/she is being treated unfairly, problems in morale, motivation, and productivity are likely to occur. In order to keep productivity and avoid a hostile work environment, the use of the agreement is not essential, as long as the rules of conduct in the workplace are specified. 2. How would you assess the ethical intensity of CRAs from the perspective of the employer? From the perspective of the employees in a consensual relationship? From the prospective of the employer, the CRAs are very necessary. Because on the job relationships are very likely to happen, it is good to have a policy in place to address issues that may possibly arise from on the job relationships. The agreement also protects the company from being sued by employees because of sexual harassment or favoritism, and creates a clearly understanding of properly professional workplace behavior expected, in order to maintain a good working environment for all. According to an article written in the May 2010 issue of Ceridian Connection â€Å"Any work environment presents the opportunity for individuals with similar interest to develop a relationship that is more than friendly.† The article goes on to say that according to a 2009 survey conducted by CareerBuilder.com, 40 percent of respond ents indicated that they have dated coworkers; and 18 percent said they have been involved in two or more workplace romances. Because is inevitable the romance in the workplace, many HR professionals try to balance interests for both parties involved: â€Å"Most employers realize that it’s unwise to try and ban all office romances. However, they are very interested in preventing these relationships from having a negative impact on the workplace† (Jones, May 2011). From the prospective of the employee, signing an agreement based on their personal relationship with a co-worker may be intrusive and often times, they prefer to keep the relationship private. Sometimes when employees sign the CRA they have the impression of their superiors and co-workers keeping an extra eyes on them to insure that they are not breaking the policy. That in the end could distract the employee from performing the job to their best ability and reflect on his/her overall performance. 3. What specific ethical principles might be used to justify the use of CRAs? Explain. The principles used to justify the use of CRA would be Organization Interest Principle and the Professional Standards Principle. The Organization Interested Principle is based on â€Å"you act on basis of what is good for the organization† (Hellriegel & Slocum 2011). This principle is used on this situation where the employer foresee a possible issue and impose a policy (CRA) to prevent that issue from affecting the company. This can save time, money, and problems in the long run. The ethical dilemma for CRAs revolves around the ethical principle of Professional Standards Principle, where the employer is balancing the rights of the individual and the needs and rights of the other employees. Most employers want to ensure a reasonable degree of employee privacy; however, there is wide consensus that employers must protect against the actions of employees who send harassing e-mails, disclose personal information, or spend too much time surfing the Internet for personal use. Therefore, the CRA in this case, is used to discuss properly professional workplace behavior, to remind employees that they do not have a legal right of privacy according to the no-harassment policy, and also reduce the risk of harassment litigation. 4. What ethical principles might be used by employees in consensual relationships to oppose signing such an agreement? Explain. The â€Å"Hedonist Principle† and the â€Å"Golden Rule Principle† could be used as a counter argument by the employees that are against the CRAs, because it would foster feelings of injustice for the employees in consensual relationships. The Hedonist Principle is based on â€Å" You do whatever is in your own self-interest† (Hellriegel & Slocum 2011). The employees involved in this situation can complain that the employee is only implanting the agreement because of fear of being sued, and not taking in consideration their personal lives. Furthermore, they can argue using the principle that the employer is acting only for his benefit and that they feel the CRAs are excessive, intrusive and unfair. Using the same perspective, the Golden Rule Principle, which consists in â€Å" You act on the basis of placing yourself in the position of someone affected by the decision and try to determine how that person would feel† (Hellriegel & Slocum 2011), can justify that the employer is misjudging their ethical work based on the feel that dating has nothing to do with the quality of an employee’s work and that job security and advancement should be based on the work itself. According to Randy Sutton on his publication Regulating Workplace Romances, â€Å"Any â€Å"no dating† policy must also consider whether the policy will disadvantage certain employees†, so the employees involved have no negative impact on their career. 5. Do you personally favor or oppose the use CRAs in the workplace? Explain. In my opinion, the use of Consensual Relationship Agreements in the workplace is very necessary and effective. As stated in the case, office romance is bound to take place if you put individuals together in a 40 plus hours per week. Nearly half of some employees reported that they didn’t know if their company had a policy on office romances. I think every employee should act in a professional manner, but unfortunately, a company cannot rely on the hope that they will. A Consensual Relationship Agreement is an agreement between both the employee and management that provides that the employee will not allow the relationship to interfere with or impact the work environment. This agreement also confirms and documents that the relationship is consensual and voluntary. All employees need to have a clear understanding of harassment. If the CRA is done correctly, the document will protect all parties involved of future accusations of sexual harassment, favoritism or unfairness. Mark Gomsak in his publication suggests that the company take the following procedures: implement company-wide policies for romance in the workplace, Forbid Romance Between Boss and Subordinate, apply the so called love contracts, and avoid favoritism (January 2011). From the prospective of the employees romantically involved, they may find a little intrusive in their personal lives, but on the other hand, if the relationship comes to an end, the agreement will secure that they have acted according to the policy and not letting their personal lives interfere in the workplace. Therefore, if the employees act ethically, even when they have a romance in the workplace, then the agreement would not be a problem, it would only prove that the employee is capable of being honest and ethical despite their outside lives, and that work comes in first. The companies would be secure with the document, and the romance would not have any impact to any parties involved. References: Gomsak, Mark J. (2011, January 11). Office romances: How employers can avoid the sting of cupid’s arrow. The Metro Chamber of Commerce. Retrieved from http://www.greaterlouisville.com Hellriegel, D., & Slocum, J. W., Jr. (2011). Organizational behavior: 2011 custom edition (13th ed.). Mason, OH: South-Western Cengage Learning. Jones, L. (2011, May 23). The love contract debate – Employers may want to regulate your romance. Higher education and career blog. Retrieved from http://www.kelloggforum.org No longer a secret: Tools to cope with workplace romances. (2010, May).Ceridian Connection. Retrieved from HR Compliance database. Sutton, R. (2009). Regulating work place romances. Saalfeld Griggs Pc. Retrieved from http://www.sglaw.com

Friday, September 13, 2019

Project Management Assignment Example | Topics and Well Written Essays - 2500 words

Project Management - Assignment Example In essence, the user(s) gains control over their project tasks and they are helped by the Project guide to create projects, trail tasks, and report outcomes. Finally, Microsoft Project software package is installed with a customizable mechanism that takes the user(s) through the process of a project creation- starting from assigning their tasks and resources to reporting and evaluating the ending outcomes (Kennemer , 2002). Redmine This is an Open Source project management tool with a big base of user friendly scheming features. This is the chief and dominant characteristic of this open source tool. In addition, Redmine does not put the user to the need to move from page-to-page or back-and-forth surfing for simple operations, rather it displays all the information and the Gantt chart very conveniently (Redmine, 2013). Microsoft Project has over the years evolved and current version allows for the projects to be viewed through tabulated graphs and elaborative Gantt chart display. In addition, the information is presented in a format that the user is able to analyze and understand. However, unlike other open source management tools, Microsoft Project uses the .mpp format. ... Accordingly, Redmine has the ability of approximating the most probable completion time for a project. For instance, on the Microsoft Project, it is easy to locate the task say Task 21 on the graphical representation, and equally follow the arrows on the Gantt chart to link the association with other tasks in the project. On the contrary, if the same task (21) is analyzed through Redmine all on has to do is click on the task and all relationships and information about the task is revealed. Thus, on this note, Redmine is easier to read information and schedule from than is the case with Microsoft project. From projects in the Microsoft Project tool, the manager has not been allowed the chance to analyze the probability of completing the project on time, rather, this software has mainly emphasized on the dates of start and completion. However, based on the fact that the tool allows for dependency, it has the option of allowing the incorporation of an overlapping tasks by defining a â⠂¬Å"Lead time† for the successor task. Equally, in case a task is delayed and the predecessor task ought to start this software allowed for enter by defining a â€Å"Lag time†. These features were very significant because the tool was able to allow for an overlap of numerous tasks. On the other hand, Redmine was equally equipped with this option but the option is covered through its ability to handle multiple tasks and through its time tracking ability. The Microsoft Project’s default view in is the Gantt chart view option. This is so since, through it, users are able to see task information as both text and bar graphics. Accordingly, the Gantt chart is displayed on a window that is split into two sections.

Thursday, September 12, 2019

Dell Computer Corporation Case Study Example | Topics and Well Written Essays - 2750 words

Dell Computer Corporation - Case Study Example The year 1986 was a memorable year for Michael Dell and his corporation when Dell entered the European market. By the year 1989, Dell acquired sales of $50 millions. The last four quarters earned revenue around $57.9 millions2. Dell always aims to deliver the innovative technology and services. This company sells the maximum number of systems than any other computer company. The main principle of Dell is selling computers directly to the customer. In this way, this company can understand the needs of their customers in a much better way. This direct business model3 eliminates the middlemen and hence reducing the cost and time. The strategies of Dell enable it to offer the best possible systems and services at the most reasonable prices. Dell always launches the latest relevant technology much earlier than its competitors. Dell always has everything to satisfy its customer's needs at the most reasonable price. The direct linking with the customer is the key to success of Dell. The processing time is much better than any other competitors with the use of information system. ... The direct linking with the customer is the key to success of Dell. The processing time is much better than any other competitors with the use of information system. The customers are getting the advantages of one-step shopping system for all products and services. They can directly contact the company with a phone-call or internet and this company is always ready with an instant response. It is clear that Dell will continue to put its efforts in order to drive the inventory down by increasing its velocity up to the most possible rate. 1.2 Expansion Dell formed its largest workforce in the year 1998 by recruiting 16,000 employees in central Texas. 4500 employees were hired for its European unit in Ireland. By that time, Dell was ready with its 5 plants, Malaysia, Ireland and three in Texas. Its sixth plant was in China and seventh in Brazil. At present, dell has around 78,700 employees4 in all units. Chapter 2 Strategies 2.1 Build-to-Order strategy The key strategy of Dell was build-to-order. Customer were free to order their PC's directly to the manufacturing floor of the company where various process like assembling and testing were done before shipping the order to the customer. The time taken by the company to deliver the product was just 4-7 days. Due to this strategy, Dell managed to eliminate the resellers and other middlemen and linked directly to the customer. This profit was returned to the customer in the form of lower costs. Linking directly to the customer

Wednesday, September 11, 2019

Gun violence Research Paper Example | Topics and Well Written Essays - 2250 words

Gun violence - Research Paper Example Ownership of gun is restricted in most of the other countries including democratic countries. For example, an individual can own a gun India only if the court or the police authorities grand him the permission of gun license. He should convince the authorities that his life and property is in danger and ownership of gun is necessary for him to protect his life and properties. However in America, it is not necessary that an individual should convince the authorities about the reasons of gun ownership. Anybody, even school children in America can own a gun, legally or illegally. As a result of that, gun related violence is growing in America at present. The Sun (March 12, 2013), reported that a GUNMAN has shot two people at a high school in California - less than a month after 26 were slaughtered in the Sandy Hook massacre. It follows last month's slaughter by Adam Lanza who killed 20 young children and six adults at the Sandy Hook elementary school - reigniting the gun laws debate in the US (Two shot in yet another school shooting in America, 2010). Sandy Hook massacre shook America recently and the public debates over the topic of gun control heated up again. The relationship between gun ownership and gun violence is researched heavily by prominent scholars now. Many people believe that gun violence is directly proportional to gun ownership. In other words, when the number of gun owners increases in a society, the chances of gun violence also increases. This paper critically analyses this claim and argues that "The states (in the U.S.) with the highest gun ownership also have the highest gun violence related casualties". Literature Review A new study, led by a Boston University School of Public Health researcher, Dr. Michael Siegel, published in American Journal of Public Health shows that U.S. states with higher estimated rates of gun ownership experience a higher number of firearms-related homicides. This study analyzed the claim by the National Rifle Associa tion’s (NRA) that increased gun ownership does not lead to increased gun violence and argued that these claims are totally baseless. They have conducted this study across 50 American states and the completion of this study (The largest in the history of US) took around 30 years (1981-2010). They found that for each 1 percentage point increase in the prevalence of gun ownership, the homicide rate increases by 0.9 percent (Siegel, 2013). The study by Hepburn & Hemenway, (2004, p.4170) supports the findings of Siegel and his associates. After a comprehensive study, they found that gun availability is a risk factor for homicide, both in the United States and across high-income countries.   They argued that in homes, cities, states and regions in the US, where there are more guns, people are at higher risk for homicide. The second amendments in United States’ constitution protect the right of individuals to bear arms. Self-defense is accepted as a human right in America. Even after plenty of unpleasant and cruel incidents, the authorities are not much keen in putting any control on gun ownership or gun violence. Even the immature teenagers can possess guns and they can carry such things easily to the schools. Even though president Obama expressed deep concerns about the gun control laws in America, after the Sandy Hook massacre, his earlier stands were neither in favor nor against the strengthening of gun

Tuesday, September 10, 2019

Contract and Event Management Essay Example | Topics and Well Written Essays - 2000 words

Contract and Event Management - Essay Example The contracts are typically arranged to ensure finest food quality services in the event. There are different types of contracts. The catering contracts for event management sectors will help in saving time and money. Thus, planning the arrangements effectively will help in thriving in the catering business. Remember, an event cannot take place without food (Bode, 2003). Food is important in any event. Hence, adequate planning of providing food in the events by tying up with event management firm is likely to boost the company’s revenue earning. To start with such business plan, you must have some basic knowledge about the food industry and you must posses and urge to give the best service to your client. Offering quality services is the key to succeed in the food industry. Efficiency and preparing tasty dishes will help in gaining quick popularity in the domain. Now, flexibility is essential, as depending on the nature of the product some will order for daily services. Thus, service enhancement is essential (Hayes and Ninemeier, 2012). To maintain consistency in the food preparation the caterer will require good products from the market. Besides, cooking finest dishes and delivering the products on daily basis, the caterer should develop a very good relationship with the supplier. Supplier and caterer must hold a good partnership, as you will require quality product to offer quality services in the catering domain. Creativity and innovation is the key to succeed in this industry (Hayes and Ninemeier, 2012). Thus, the contractor will contact only the dynamic item providers who can supply innovative products to deliver special services in the outlets. The firm should begin with a strategic planning procedure. Now to go about the process, analyze the business in relation to the below mentioned ideas; identification if the idea of the contract fits the