Your company has had embedded HR generalists in business units for the  past several years. Over that time, it has become more costly and more  difficult to maintain standards, and is a frustration for business units  to have that budget “hit.” The leadership has decided to move to a more  centralized model of delivering HR services and has asked you to  evaluate that proposition and begin establishing a project team to  initiate the needed changes. The project team is selected, and you must  now provide general direction. 

Instructions

The employees at your organization have formed a union, and the bargaining process now begins. Write a case study in which you analyze the situation. First, begin with background information about the negotiation, and make certain to address the areas below.

• Identify the state where the organization is located. Is the state a right-to-work state? If yes, explain what this means. If no, explain what this means. Why are the employees deciding to unionize? What are the mandatory bargaining subjects? Other than wages and hours, what are five other terms and conditions of employment? What are permissive bargaining subjects that will be negotiated? List at least five.
• Second, you need to select members of your bargaining team. You will select four supervisors who were identified in the Unit VI Lesson. Discuss why you selected each supervisor, and compare/contrast their conflict management styles. Each supervisor must have a different conflict style. Explain how each supervisor can contribute to conflict resolution strategies used during negotiation.
• Third, explain the two collective bargaining strategies, and identify which one you will recommend your team to use. Explain and support your rationale.
• Finally, what will you propose happens if a labor management agreement is not reached by your team and the employee representatives?

Your case study must be a minimum of three pages in length, not counting the title and reference pages. Your case study should present an insightful and thorough analysis with strong arguments and evidence. You must use three academically reliable sources to support your analysis.

Adhere to APA Style when constructing this assignment, and make certain to include in-text citations and references for all sources that are used. Please note that no abstract is needed.

Human Resource Initiatives 

Review and Plan

• Annotated Bibliography (module 4)

We will complete an Annotated Bibliography utilizing our primary or secondary research topic.  The 5 sources researched and cited for our Annotated Bibliography must be utilized within our primary or secondary research paper.

• Primary or Secondary Research Assignment (Module 5)

Primary research for this assignment can be in the form of a personal or telephone interview.  With COVID-19, please utilize technology to conduct your interview, so the interview is not face-to-face (teleconference, video conference, etc.).  The person must be an expert in the human resource field, someone who has first-hand experience with the initiative or issue, reporting of direct observation from you in a researcher role or a human resource role.

Secondary research does not require an interview and we continue to gather data by utilizing existing research.

Topic: Human Resource Working Through the COVID-19 Pandemic

Topic Selections:

• Remote Working Plan (telework)
• Business Continuity Plan
• Managing Employee Communication
• Maintaining Organizational Culture
• Talent Acquisition and Retention
• Engaging Remote Employees
• Essential versus Non-Essential Employees
• Implementation of COVID-19 Preventative Measures
• Considerations to Remain Open or Re-Opening
• Investment in Technology
• Handling of Sick Leave and/or Time-Off

Our paper must select a minimum of 5 COVID-19 HR related topics.

• Person to interview
• Consider the COVID-19 learning objectives or concepts of interest to research
• 5-6 page paper demonstrating an understanding of Human Resource application of course concepts
• A minimum of 6 references
  • We must use a minimum of 3 references from our Annotated Bibliography. 
  • We must use information from the course textbook to support your paper.  
  • Find additional peer-reviewed journal articles from Welder Library E-Resources or Google Scholar to support your paper (minimum of 5). Your articles must be within the last 10 years. 
• Paper Requirements:
  Write a 5-6 page paper demonstrating an understanding of the application of course concepts. A good rule of thumb is to introduce the subject discussed and use the information from your interview to support the subject. You must include citations from the course textbook and a minimum of four scholarly peer-reviewed journal articles (from Welder Library E-resources) to support your paper. Also, make sure how to review how to cite an interview in APA.  (Links to an external site.)
  • Your paper is required to be in APA. 
  • Include a title page 
  • You do NOT need an abstract
  • Avoid first person. 
  • Include a reference page with a minimum of 6 sources (the course textbook and 5 peer reviewed journal articles). If you list a source as a reference,  you must include an in-text citation within your paper for that source.v

Before you begin this assignment, be sure to familiarize yourself with the following information including laws and their amendments.

Anti-Defamation League. (2012) Religious Accommodation in the Workplace: Your Rights and Obligations. Retrieved at https://www.adl.org/sites/default/files/documents/assets/pdf/civil-rights/religiousfreedom/religfreeres/ReligAccommodWPlace-docx.pdf

Gepp, R. (2017). Religious accommodation in the workplace: Guidance for Avoiding Legal Trouble. HR Daily Advisor. Retrieved from https://hrdailyadvisor.blr.com/2017/05/23/religious-accommodation-workplace-guidance-avoiding-legal-trouble/

HR Hero. (2017) Americans with Disabilities Act (ADA) and ADA Amendments Act (ADAAA). Retrieved at http://topics.hrhero.com/americans-with-disabilities-act-ada-and-ada-amendments-act-adaaa/

Katz, H. C., Kochan, T. A., & Colvin, A. J. S. (2017).Employment law. An introduction to U. S. collective bargaining and labor relations. Ithaca: Cornell University Press, pg. 71-79. Retrieved from Skillsoft Books in the Trident Online Library.

The U.S. Equal Employment Opportunity Commission. Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the Americans with Disabilities Act. Retrieved at https://www.eeoc.gov/policy/docs/accommodation.html

There are primarily two U.S. governmental agencies responsible for enforcing EEO laws. The two agencies are the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP).

Assignment:

Address the following questions in preparing a paper of 2 to 3 pages (not including cover page or reference page.)

1. Summarize the reasonable accommodation expectations concerning religion and disability that employers must meet under the law.
2. From your readings/research (stating employers by name), describe one specific private sector workplace example of a reasonable accommodation for religion, and one specific private sector workplace example of a reasonable accommodation for disabilities.

Use at least 3 reputable books and/or journal articles found in the Trident Online Library, plus any applicable background readings to support your discussion.

Cite all sources utilized to write your paper.

Online Books

Encountering Religion in the Workplace : The Legal Rights and Responsibilities of Workers and Employers

Raymond F. Gregory

Availability

Your institution has unlimited access to this book.

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Get complete chapters, use any PDF software

There are no copy, print, or download restrictions on this title.

Description

In a recent survey, 20 percent of the workers interviewed reported that they had either experienced religious prejudice while at work or knew of a coworker who had been subjected to some form of discriminatory conduct. Indeed, according to the Equal Employment Opportunity Commission, the filing of religious discrimination charges under Title VII of the Civil Rights Act of 1964 (which prohibits discrimination in employment based on race, color, national origin, sex, and religion) increased 75 percent between 1997 and 2008. The growing desire on the part of some religious groups to openly express their faith while at work has forced their employers and coworkers to reconsider the appropriateness of certain aspects of devotional conduct. Religion in the workplace does not sit well with all workers, and, from the employer’s perspective, the presence of religious practice during the workday may be distracting and, at times, divisive. A thin line separates religious self-expression—by employees and employers—from unlawful proselytizing. In Encountering Religion in the Workplace, Raymond F. Gregory presents specific cases that cast light on the legal ramifications of mixing religion and work—in the office, on the factory floor, even within religious organizations. Court cases arising under Title VII and the First Amendment must be closely studied, Gregory argues, if we are to fully understand the difficulties that arise for employers and employees alike when they become involved in workplace disputes involving religion, and his book is an ideal resource for anyone hoping to understand this issue.

Examining the Effects of Exposure to Religion in the Workplace on Perceptions of Religious Discrimination

Scheitle, Christopher P; Ecklund, Elaine Howard.Review of Religious Research; Dordrecht Vol. 59, Iss. 1,  (Mar 2017): 1-20. DOI:10.1007/s13644-016-0278-x
 Abstract Charges of religion-related employment discrimination have doubled in the past decade. Multiple factors are likely contributing to this trend, such as the increased religious diversity of the US population and the increased interest of employees and some employers in bringing religion to work. Using national survey data we examine how the presence of religion in the workplace affects an individual’s perception of religious discrimination and how this effect varies by the religious tradition of the individual. We find that the more an individual reports that religion comes up at work, the more likely it is that the individual will perceive religious discrimination. This effect remains even after taking into account the individual’s own religious tradition, religiosity, and frequency of talking to others about religion. This effect is stronger, however, for Catholics, Mainline Protestants, and for the religiously unaffiliated. In workplaces where religion is said to never come up these groups are among the least likely to perceive religious discrimination. Jews, Muslims, Hindus, and Evangelical Protestants are more likely to perceive religious discrimination in the workplace even if they say that religion never comes up at work, which makes the effect of exposure to religion in the workplace weaker for these groups. These results show that keeping religion out of the workplace will largely eliminate perceptions of religious discrimination for some groups, but for other groups the perceptions will remain. 

Religion and the Workplace :Pluralism, Spirituality, LeadersAuthors:Hicks, Douglas A.Publication Information:Cambridge, U.K. : Cambridge University Press. 2003Resource Type:eBook.Description:How can company leaders and employees negotiate different religious and spiritual commitments in the workplace? At a time of international debate over religious conflict and tolerance, workforces in various parts of the world are more diverse than ever before. Religion and spirituality are, for many employees, central to their identities. From the perspective of the employer, however, they can be distracting or divisive influences. This book analyzes the current interest in religion and spirituality in US companies. It offers conceptual distinctions and comparative examples (from the pluralistic contexts of India and Singapore) to trace the myriad ways that religion is present at work. It offers a model of respectful pluralism, asserting that the task of effective and ethical leadership in organizations is not to promote a single spiritual or religious framework but to create an environment in which managers and employees can respectfully express their own beliefs and practices.Subjects:Religion in the workplace–United States
Employees–Religious life–United States
Management–Religious aspectsCategories:RELIGION / Sexuality & Gender StudiesRelated ISBNs:9780521822404. 9780521529600. 9780511061998.OCLC:57254262Accession Number:120536Publisher Permissions:Print/E-mail/Save 100 Pages 

I currently work in management for Norwest Exterminating. Our mission and vision statements are as followed:

Mission: Creating healthier living and working environments, for homes and businesses.

Vision: To be an extraordinary company, creating extraordinary experiences.

respond to this discussion

I need 300 words for this discussion post. follow the instruction in the file

Can you please help me with this assignment. 

• Using the stages from the performance management process, suggest  the key processes that DSM needs to provide within its system in order  to successfully link its key success factors (KSF). (See Exhibit 4 in  the XanEdu case pack.) Provide a rationale for your suggestions.
• Select three drivers, and examine the central manner in which DSM  management has aligned its business strategies to performance  measurement.
• Critique or defend DSM’s competitive advantage by using three of  the six assessment points from the textbook. Justify your response.
• Use two external sources to support your responses. Note: Wikipedia and other websites do not qualify as academic resources.

Option #2:

For this Capstone assignment, you will identify 5 aspects that motivates employees to perform.  Then, you will evaluate how each management type impact employees’ motivation.  Finally, you will review and evaluate how rewards impact motivation.

Develop a well-written report that addresses the following:

• Explain how the 5 aspects you identify as employees’ motivators impact the performance in the organization.
• Describe how each management style impacts employees’ motivation depending on the industry or organization.
• Create a rewards plan that will help increase and maintain employees’ motivation.

Your paper should meet the following requirements:

• Be 5-7 pages in length
• Incorporate a table or figure that visualizes the strategies
• Include at least two different scholarly sources not utilized previously

Demonstrate the use of the normal distribution, the standard normal distribution, and the central limit theorem for calculating areas under the normal curve and exploring these concepts in real life applications.

Scenario

Frank has only had a brief introduction to statistics when he was in high school 12 years ago, and that did not cover inferential statistics. He is not confident in his ability to answer some of the problems posed in the course.

As Frank’s tutor, you need to provide Frank with guidance and instruction on a worksheet he has partially filled out. Your job is to help him understand and comprehend the material. You should not simply be providing him with an answer as this will not help when it comes time to take the test. Instead, you will be providing a step-by-step breakdown of the problems including an explanation on why you did each step and using proper terminology.

What to Submit

To complete this assignment, you must first download the word document

, and then complete it by including the following items on the worksheet:

1. Incorrect Answers

• Correct any wrong answers. You must also explain the error performed in the problem in your own words.
• Partially Finished Work
  • Complete any partially completed work. Make sure to provide step-by-step instructions including explanations.
• Blank Questions
  • Show how to complete any blank questions by providing step-by-step instructions including explanations.

Your step-by-step breakdown of the problems, including explanations, should be present within the word document provided. You must also include an Excel workbook which shows all your calculations performed.