The subject of training is sexual harassment and unlawful discrimination in the workplace. I am requesting that one of Wydade Consulting Services’ renowned trainers conduct this seminar. Also please provide me with a list of items we will need to supply the 20 office supervisors that will be attending. I look forward to doing business with you.…
All stakeholders concern to be included when coming up with anti-sexual policies. This would ensure everyone concern is protected. The company should also support the victims of sexual harassment. By doing this, it gives moral support to the affected person thus more cases are going to be reported. It also shows the concern of the company it has to it, employees (S.I,…
Using a consequentialist perspective, I can understand to a certain degree why Sears implemented their new productivity incentive plans in all of their auto centers. This approach focuses on the results, or consequences, of the action or decision. Upper management’s primary goal was to increase profits as much as possible after years of declining sales and profits. In order to achieve this result, they decided to develop more of a commission based pay for everyone involved in the auto center in order to motivate employees to achieve higher sales. Using this new approach would likely result in positive results for all stakeholders involved other than the customers. Mechanics and service advisors would have the opportunity to make more money if they were able to make more sales, and with that the company would be able to achieve higher profits. The problem with this approach is that the customers were likely to end up worse off than before if the mechanics and service advisors decided to take advantage of them for their own good. People will ultimately do what is rewarded in the workplace in order to receive praise and the rewards that come with it regardless of how they got there. So mechanics started to lie about problems with the vehicles that came in and would perform unnecessary repairs for no reason other than to help meet their daily or weekly quotas. This was a consequence of management’s new incentive program they installed which said nothing of being ethical or doing what is right for the customer. They simply told their employees they wanted higher sales, and by saying nothing about how to achieve those sales they were basically inferring that anything goes.…
Confronting, and especially avoiding sexual harassment in the workplace is also an important value in business decision making. I had taken training classes on avoiding and confronting sexual harassment and the class taught me to take the proper steps to avoid sexual harassment, to identify reverse sexual harassment, what steps to take when witnessing sexual harassment, the proper way to escalate harassment complaints,…
Training employees:- its necessary that companies once every year conduct training sessions for the employees which teaches the employees what a wrong deed sexual harassment is , explaining that employees have a right to work place which is free from sexual harassment and other procedures.…
The Engstrom Auto Mirror plant employs over 200 people at its Indiana location. In May 2007, the Engstrom Auto Mirrors plant, a relatively small supplier based in Indiana, faces a crisis. The business was in the second year of a downturn. Sales had started declining since 2005; a year later, plant manager Ron Bent had been forced to lay off more than 20 percent of the work force. Plant productivity was dropping, employee morale was low, and product-quality issues had begun to surface. Relationships with key customers were at risk. When the plant had reached a similar crisis point years earlier, the institution of a Scanlon Plan, a company-wide employee incentive program, had proven critical in building morale, increasing productivity and product quality, and leading Engstrom into a turnaround. Workers were motivated by the bonuses to increase their productivity, thus saving the plant from its unprofitable state. For several subsequent years, Engstrom workers had received regular Scanlon pay bonuses. But the bonuses had stopped in 2006, and now Ron Bent must determine how to get the plant back on track.…
C202 Managing Human Capital Ch. 9-14 flashcards | Quizlet 1 of 17 https://quizlet.com/45012071/c202-managing-human-capital-ch-9-14-fla... Direct financial compensation compensation received in the form of salary, wages, commissions, stock options or bonuses indirect financial compensation all the tangible and financially valued rewards that are not included in direct compensation including free meals, vacation time and health insurance nonfinancial compensation rewards and incentives given to employees that aren't financial in nature base pay reflects the size and scope of an employee's responsibilities severance pay give to employees upon termination of their employment fixed pay pays employees a set amount regardless of performance variable pay bases some or all of an employee's compensation on employee, team, or organizational pay structure the array of pay rates for different work or skills within a single organization 10/8/2015 3:26 PM C202 Managing Human Capital Ch. 9-14 flashcards | Quizlet 2 of 17 https://quizlet.com/45012071/c202-managing-human-capital-ch-9-14-fla... pay mix the relative emphasis give to different compensation components pay leader organization with a compensation policy of giving employees greater rewards than competitors pay follower an organization that pays its front-line employees as little as possible resource dependence theory proposition that organizational decisions are influenced by both internal and external agents who control critical resources…
Chevrolet has their records of their sales on their cars and the level of performances of their dealers and agents. As managing a business that needed to sell in a high cost of prices but giving customers a satisfaction and good value of their products, the company needs to check and monitor the employee who sells and market the products.…
I will convey to the reader all relevant information to the in both a logical and entertaining fashion. My paper will be interesting as well as factual, and will provide the reader with information which should enhance their knowledge of sexual harassment in the work place.…
Warren, M. (2007, Fall). Stuff is not enough. Marketing Magazine, 112 (11). Retrieved July 8, 2011, from EBSCOHOST database.…
Sexual harassment is being widely discussed as a topic of interest among many professional communities, including Human Resources and Management in the workplace. This research document will give an understanding of how management should address this issue when present in a work environment.…
Sexual harassment is a demeaning practice, one that constitutes a profound affront to the dignity of the employees forced to endure it. By requiring an employee to contend with unwelcome sexual actions or explicit sexual demands, sexual harassment in the workplace attacks the dignity and self-respect of the victim both as an employee and as a human being. Sexual harassment is well defined as an unwelcome sexual request for sexual favors and other verbal or physical conduct of a sexual nature. In many countries, sexual harassment is considered a form of sexual abuse and employment discrimination. Sexual harassment is most prevalent is organizations both professional and academic, though it can occur almost anywhere. Unfortunately, sexual harassment is a complicated issue that confronts employers and employees far too often in the workplace. It causes confusion and uncertainty which interferes with a productive working environment. Sexual harassment interferes with individuals work performance or creates an intimidating, hostile or offensive work environment results in poor performance and lack of motivation. Policies and facts Organizations should have a policy that will not cause any confusion.…
Providing a first-rate benefits package for employees can be an important part of the recruitment and retention puzzle, especially for small businesses. Benefits matter. Small businesses like the limo service Bradley Stonefield is establishing has many challenges.…
Auto Service is a tough business, The shop owner is basically dependent upon the quality of the service people he or she hires and retains, and the most qualified mechanics find the easy to pick- up and leave for a job paying a bit more at a competitor down the road its also a business in which productivity is very important. Ronald Brown for instance lacks quality in his shops. Rework has recently been a problem at Muffler Magic. Over the past 2 years, as the company has opened new service centers, company-wide profits have actually diminished, rather than gone up. Ronald Brown is also experiencing human resource problems. When it comes to hiring he doesn’t look for experience workers just someone that says they know basic work. They expect the experienced technicians that they hire to come to the job fully trained; as notes, to the end, the service center managers generally ask candidates for these jobs basic behavioral questions that hopefully provide a window into these applicants’ skills.…
1. Why are Houston Fearless 76, Inc. (HF76) managers unhappy with the company’s existing sales incentive plan? Are weaknesses in this plan a major cause of the company’s performance problems?…