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.

Discussion post 1-7 attached, chapters 1 and 2 added for discussion post 1-3.

Need two paragraphs on ways in which stakeholders affect communication.

1 reference.

Question # 1

Based on the reading for this week, identify an artifact and a value in your organization. 

Describe each one in detail.  

https://www.thercfgroup.com/files/resources/Defining-Culture-and-Organizationa-Culture_5.pdf 

http://www.businessmanagementib.com/uploads/1/1/7/5/11758934/________types_of_organisational_culture.pdf 

Question #2

https://learn.umgc.edu/d2l/le/content/484531/viewContent/18262372/View 

Based on the interview with Schein, respond to these questions:

a. How does Schein define culture in this interview?

b. When does culture matter, according to Schein?

c. Why does Schein say that “best practices” do not work?

Respond to two classmates.

You must start a thread before you can read and reply to other threads 

Responses must be 2-3 paragraphs, 200+ words

2 references required

Use references that were provided 

If you or your home were to be impacted by a disaster, do you feel there is overlap or gaps in the federal assistance strategies and resources that would be available to you or your state? Explain your concern, and give an example of how it might personally affect you. 

300 WORDS , NO REFERENCE NEEDED

Unit 4: Discussion

1414 unread replies.1414 replies.

Introduction

Students are required to participate in the discussion area each week. Discussions will involve students finding and presenting material upon which classmates will reflect and discuss. 

Directions

Post a question based on an article, book, video, podcast, or any other current (less than 4 years old) material relevant to the current unit’s key topic. You are encouraged to use the Park course library to find an article.  The article must support a business case for HR management. Each student must post a question based on their article no later than Tuesday of each week in order to receive full discussion points. If you miss the Tuesday deadline ten percent will be deducted from the final discussion grade for the week. The Tuesday deadline enhances the discussion area and provides others with an opportunity to comment on your posts. 

Each student must also respond (reply) to at least two other student’s posted questions, a student’s response to a question, or to instructor input.  Two peer responses are due each week.

All initial questions input must be accompanied by a summary of the selected article. There is no length requirement for the question. However, the question must be comprehensive (a summary analysis of the key article points followed by a question that cannot be answered with a simple yes or no response. The peer responses are required to be comprehensive and clearly state your reason for agreeing or disagreeing with the post in a professional manner. Peer responses are not just short responses like: “I agree.”  Peer responses must include data or other information that makes an HR business case for the response (with at least one source for support).