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Primary Task Response: Within the Discussion Board area, write 400–600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear and use examples to reinforce your ideas.

Utilizing the following definition, please provide a description of large-scale transformation:

Large-scale transformation is a lasting change in the manner in which an organization reacts to the internal and external environment, creating a significant change in performance.

 This assignment will be submitted to Turnitin®.Instructions

This assignment allows you to demonstrate mastery of course outcome: 

1. analyze the different cultures and worldviews that inform human thinking and actions, and respond constructively to human and global differences in workplaces, communities, and organizations

Write a paper that compares and contrasts the cultures from the table in Part 1. Use three additional sources and include the GLOBE resources) to support your analysis of the two cultures. This paper should be around three to four pages in length. Your paper should not be a simple description – it should show evidence of analysis and synthesis of the information. (Analysis and Synthesis )

This assignment counts for 20% of your course grade 

Write 7-page single space using the executive summary below, and reference the attached materials. You may have attachments in the addendum (create a salary grid from a reputable job, or a job classification family table. You may use APA or MLA format for citation. TURNITIN IS USED FOR PLAGIARISM.  

Executive Summary

Introduction 

Human resource management is a complex piece of workplace. So many businesses and employees are not aware of how important human resource is in providing the needed environment to the success of both employers and employees. 

Problem and Stakeholders

The problem to be discussed in this paper is the challenge of maintaining employee engagement in times of economic recession when minimal to zero annual increases or job layoffs may be imminent. During a difficult time, such as COVID-19, it is hard to keep employees engaged while they are concerned about job safety. 

In this case, stakeholders are those impacted by the challenges such as employers and employees. Other indirect stakeholders can be the family of employees impacted by losing jobs at a difficult time. Also, indirectly during difficult times, local cities are impacted by collecting less taxes from those impacted business plus providing some aids to the impacted employees as well. For example, we have seen states providing unemployment benefits and deferring tax collection in some areas. 

Research Methodology

The research will utilize companies’ best practice during difficult times and the routes they have taken during those times. The research will be built upon a market research involving major business cases where companies have faced this type of difficult time challenge and how they were able to survive it.

The class textbook will be utilized, and major human resource journals will be used to understand topics in the same areas and quote from HR experts who have managed HR departments during challenging times. 

Alternatives to Problem

Companies should be provided aid from federal governments during such time to keep employees on payroll as well as employees should also agree on a certain pay cuts to keep companies balances low. In this case, there can be a compromise that will allow companies to operate during difficult times. 

Steps that can be taken to resolve the issue:

· Modify business model to accommodate new requirements for this difficult time

· Reduce travel and meeting expenses by utilizing technology

· Give employees flexibility to boost their productivity and thus boost the business profit

· Be as transparent with customers and employees as much as possible

· Seek feedback from all stakeholders as may have great ideas to boost business revenues

Alternatives Evaluation

The above-mentioned alternatives can be evaluated as some may work and others may not in some cases. Different business cases will be presented in the paper and each of those alternatives will be applied to evaluate the effectiveness of using it. 

Final Recommendation

Final recommendation is going to be based on the alternatives that works most with different business cases. The paper will evaluate the effectiveness of each alternatives and thus recommend a sequence in applying those alternatives so companies can have order to follow during difficult times. 

APA format

175 Word minimum

Must be a substantive response and further discussion

Respond to the following:

Minnie Booker

5:40 AM

Some strategies you can use, as a health care manager, to overcome human resources challenges are ensuring compliance with laws and regulations are kept, leadership development training, and recruiting talented employees.

Employment laws change regularly. Human Resources Managers are responsible for keeping up with these changes. A Health Care manager must be confident that the Human Resources team is doing their job in order to successfully avoid lawsuits, and pass audits. Regular training can assist with this. There should be scheduled training times so that new information can be pushed out to those who need it. Leadership development training is another strategy that can be utilized in order to overcome challenges. When the leadership team in an organization is strong and knowledgeable, it will show in the rest of the organization. The same goes if there are inept leaders in an organization. Last but not least, hiring talented, reliable and goal oriented employees is very important to an organization. As much influence as a leadership team has on the employees, the employees have on one another. If an employee is not reliable it offsets the team work in the organization. The employee should also be goal oriented so that the underlying mission of the organization is being achieved. 

A future challenge I believe I will have to overcome as a healthcare manager is lack of nurses. Nurses are already in such high demand. Many individuals want to become a nurse but the fail rate of nursing school is very high. So many health care facilities are unstaffed with nurses as it is. More and more healthcare facility are opening but are lacking the staffing or nursing they need. In turn, nurses are being over worked and are getting burned out in their profession.

References

Atlas Staffing. (2019, August 5). 10 of Today’s Common HR Challenges: Atlas Staffing Blog. Retrieved February 10, 2020, from https://www.atlasstaffing.net/blog/10-todays-common-human-resource-challenges

Bagai, S. (n.d.). 4 Main Benefits of Hiring Experienced Employees. Retrieved February 10, 2020, from https://www.crowdstaffing.com/blog/workforce-diversity-the-benefits-of-hiring-experienced-talent

please read attachment with discussions and chapter findings. 

You are to provide a paper (case studies) of a minimum of 2 pages and a maximum of 3 pages (not including your cover page, abstract, or reference page).

You need at least 3 references in addition to your text. The case study and the references are to be in APA format  

Tom a male employee approached HR stating he was concerned for his safety and the safety of other employees in his unit. Tom explained that on his assembly line there was bad blood between two female employees. Tina & Louise argued all day long in front of the other employees. Tina had made the comment several times that one day Louise was going to piss her off enough that she would blow her stuff/ass away. Tom stated that Tina was carrying a chrome 9-mm pistol in her jacket pocket in the workplace. When asked how Tom knew this, he stated that Tina showed him the pistol earlier in the day. Tom was concerned that if Tina pulled the gun out to shoot Louise would she stop there or possibly shoot others.

You,  as the Human Resources Director contacted the local police, explained the situation to them and asked for a police presence when confronting Tina in the work area. The police arrived with a female and male officer. Along with the HR Director they entered the work area where Tina and Louise worked, noticed Tina jacket hanging on the back of the chair. The HR Director approached the worktable asking everyone with the exception of Tina to leave. The HRD asked Tina if she was carrying a weapon on her. Tina indicated she was. The female officer instructed Tina to place her hands clearly visible on the table and to stand up while she pulled the chair back from her. The officer asked Tina which pocket the gun was in. Tina indicated in the right pocket. While the female officer placed her hands-on Tina, the male office reached in Tina’s right coat pocket and retrieved a chrome plated 9-mm hand gun.

The officer took the gun to another table and proceeded to unarm the gun. The officer stated the gun had a full magazine, a bullet in the chamber and that the safety lock was off. He said the gun was ready to be fired.

Tina was arrested by local police for unlawfully carrying a concealed weapon with intent to commit harm.

The employer terminated Tina for violation of Company Policy; possession of a weapons on company property.

The employer had a clear policy stating it was against company policy to have weapons on company property.  The company had posted signs at its entrance gates stating that weapons were not permitted on company property.

Tina filed a charge through the district court, claiming Sex Discrimination in the workplace.

Tina alleged that during dove season and/or deer season, it was a known fact that many male employees brought their shotguns and/or rifles onto company property so they could head out to their lease’s right after work.

Tina alleged that the shotguns and/or rifles were clearly visible in some vehicles (pick-up trucks) as they were placed in the rifle racks.

Tina also alleged that some male employees even purchased shotguns and/or rifles from each other on company property during their lunch break or after work hours in the company parking lot.

Tina alleged that senior management at her direct site was well aware of this practice and that some immediate supervisors participated in the behavior as well.

Tina named the male employees and supervisors who often brought their shotguns and/or rifles to work.

As HR director:  What would you have done?  How would you have handled this situation

Please see attached

Take these scenario base question and draft a process map diagram. You can add a third scenario base question of you own,

Prepared scenario Questions

Prepared scenario Questions.

Scenario 1

Congratulations, you’ve been promoted! All your late nights, big ideas and hard work have finally paid off, and your manager has entrusted you with the responsibility of leading a team As exciting as this time may be, many first-time leaders fail to consider the fact that they are now a step above their former peers, and may be directly in charge of people who were once at their same level. 

1. What one of the 1st things I want to address?

a. Help people ease into the transition by having one on one meetings with the new team members. Lay out the vision for the team and seek input from each person.

b. Celebrate promotion with peers at happy hour. Then lay out the vision for the team and seek input from your peers.

2. Returning to work the next day, your best friend/coworker John says “Let’s Lets go to lunch and celebrate your promotion. You promotion. On the Border has $2 beers.

a. I can go, but I have to be conscious of the time. 

b. I can go, but no drinking is allowed for either of us.

3. While eating lunch with John, he mentions “you just got the job and your changing already” How should you respond to John?

a. I would not acknowledge the statement and change the conversation.

b. I have new roles and responsibility to consider. Let’s set some clear expectation.

Scenario 2

Many people fear being promoted and worry about how they would handle peers when they become subordinates. This is a fallacy. They were peers before, and if you are to succeed, they need to stay as that. They need to understand your role has changed, so recruit them in helping you transition.

1. Sandy takes two hour lunch just about every day. Sandy takes two- hour lunch just about every day. The company only pays you for an hour lunch. How should you handle Sandy’s lunch abuse?

a. No one has said anything about it before, so why start now. I use to do it sometimes too.

b. Have a one-on-one with Sandy concerning here extended lunches or ask for assistance on handling the issue at hand from senior management.

2. Communication is a great tool to use. How do you set boundaries and authority in your new role?

a. Be available, empathize and listen intently to what is in your former peer’s hearts. Let them know you have their back and that your relationship matters.

b. Send out a team email and letting them know your expectation and relaying that now favoritism will be allowed and everyone is going to be treated the same. 

In chapter 1, Sample describes effective leadership as thinking “gray” not being confined to one way of thinking (Sample, 2003).  Think about the leadership traits that may justify and / or challenge the statement.The agreement to this statement may vary.Is being visionary a science or an art?Properly cite required reading material.

Additional Resources:Ayad, A. (2008). Optimizing inventory and store results in big box retail environment. International Journal of Retail & Distribution Management, 36 (3), 180-191
 

Create a matrix in which you:

• Identify at least 3 economic trends of the health care payment system.
• Identify ethics and compliance issues associated with those trends.

Cite 3 peer-reviewed, scholarly, or similar references to support your paper.

Submit your assignment.

Note: This assignment is meant to be a high-level look at these issues. You will cover the issues in more depth in the Week 5 Finance Trends assignment. For assistance creating a matrix using Microsoft® Excel, read the Create a Matrix tech tip from Microsoft® Office Support.