All posts by : chebby

1. In U.S. politics the Democratic party has generally been more supportive of labor unions than the Republican party. Explain why it makes sense that the Wagner Act was sponsored by a Democrat, the Taft-Hartley Act by two Republicans, and the Landrum-Griffin Act by one of each.
2. In both the private and public sectors, a sharp increase in union membership coincides with the passage of protective legislation. A longstanding debate is whether increased demand for unionization causes new legislation or vice versa. Explain how causality can work in both directions. In which direction is labor law more important? Which direction do you think is more realistic?
3. Employees might respond to workplace injustice in one of five ways: quitting, individual voice (such as complaining), collective voice (including forming a union), resistance (including work withdrawal such as absenteeism, reduced work effort, and work avoidance, or perhaps even sabotage), and silence. How might union strategies, managerial strategies, and the external environment shape which response an individual worker chooses? What else might affect whether workplace injustice causes an individual to support a labor union over the other options for dealing with injustice?
4. Describe the pros and cons of union mergers for (a) two unions that represent workers in the same industry, and (b) two unions that represent workers in different industries. Should U.S. law encourage, discourage, or remain neutral on union mergers?

Four questions with credible references.  Minimum of 4 pages.

Please number each of your answers.  This is very important so that I understand to which questions you are responding.

Please answer the questions completely. Remember, it is quality that counts so be brief, thorough, and to the point. Good Luck!

Please upload answers in a Word document

Specific methods of data collection (e.g., surveys, interviews, observations) produce specific types of data that will answer particular research questions, but not others; so here too, as covered in previous weeks, the research questions inform how the data will be obtained.  Furthermore, the method used to collect the data may impact the reliability and the validity of that data.

For this Discussion, you will first consider sampling strategies. Then, you will turn your attention to data collection methods, including their strengths, limitations, and ethical implications. Last, you will consider measurement reliability and validity in the context of your discipline.

Position B: Nonprobability (or purposive) sampling represents the best strategy for selecting research participants.

By Day 4

Post a restatement of your assigned position on sampling strategies. Explain why this position is the best strategy for selecting research participants. Support your explanation with an example and support from the scholarly literature. Next, select a data collection method (e.g., surveys, interviews, observations) and briefly explain at least one strength and at least one limitation. Then, identify a potential ethical issue with this method and describe a strategy to address it. Last, explain the relationship between measurement reliability and measurement validity using an example from your discipline.

Be sure to support your Main Issue Post and Response Post with reference to the week’s Learning Resources and other scholarly evidence in APA Style.

Please ensure that your ethics portfolio is complete for the final project. As a reminder, you were provided an ethics portfolio template in week one and have added to it each week during the course. Now that you have finalized the ethics portfolio you should assess and correlate the information to synthesize how you can you this portfolio for your future. For the final ethics portfolio project, you will need to;

Submit your completed ethics portfolio.

Submit a 5 page summary on your assessment of the information from your personal assessments, the discussion forum information that you recorded during the course, the assignment information that you recorded during the course, and your take-aways from the weekly required reading and lectures. You should assess and correlate the information to synthesize how you can you this portfolio for your future. You will need to discuss these points from; alternatives, analysis, application, and action. Please also support your viewpoints with 2 or more peer-reviewed article from the GU library that were not used prior within the course. The articles will also need to be no more than 5-years-old in publication. 

The 5 page assignment should be submitted as a Word document and APA format is required. The title page and reference page are not counted in the 5 page requirement. You will also be required to submit a PowerPoint presentation of 5-10 slides that highlights the key elements and essential learning points of your ethics portfolio. 

1. Research and identity the mission statement of five human service agencies. What do the mission statements have in common? What makes each one unique?

Read about creating a statement, go to http://www.search.ask.com/web?q=writing+a+mission+statement&tpid=OVO2-SP&apn_dtid=%5EYYYYYY%5EYY%5EUS&p2=%5EBD6%5EYYYYYY%5EYY%5EUS&apn_dbr=cr_36.0.1985.125&pt=tb&apn_uid=AD193013-BDD4-4A3F-92DA-5CFC2A3503B8&itbv=12.15.0.547&trgb=CR&pf=V7&apn_ptnrs=%5EBD6&tpr=1&gct=hp&doi=2014-07-23&ts=1589906828750 (Links to an external site.).

Lastly, create your own personal mission statement.

How to Write a Personal Mission Statement! (Links to an external site.)  

2. How might Facebook and Twitter be useful in a workplace environment? What are some possible drawbacks? Would you “friend” a co-worker? supervisor? client? Are you comfortable with co-workers, supervisors, or clients following your tweets, viewing who or what you follow on Twitter, reading your Facebook posts, or looking at your pictures on Facebook? What are some possible safeguards for maintaining appropriate boundaries?

3. Assume that you work with Carlotta Sanchez, the professional described in chapter 11, pg. 367. You have been assigned the task of developing a client satisfaction form. Develop one that addresses the following characteristics of service provision:

• reliability of service
• responsiveness
• courtesy
• security of records
• physical setting
• helpfulness of staff
• competency of professionals
• costs of service
• the relevance of service and needs
• accessibility of services

CLASSMATE 1

You manage things; you lead people (Johnson & Hackman, 2018). Knowing the difference between managing and leading is very imperative, especially if one is in the position to lead. When I think of management, I think of paperwork. Managing bills, reports, documents, and the organization as a whole. On the other hand, when I ponder on a leader, I envision someone who is a mentor, providing guidance, displaying their role rather than working in the position. Bolman and Deal (2017) quoted Gardner (1989), “You can be a leader without being a manager.”

Leaders possess the skills to create change, while managers stabilize the organization (Nahavandi, 2014).  Stabilizing the organization and leading the organization are two separate things. Managers are not usually leading the organization anywhere, rather than working toward increasing revenue. Whereas leaders are leading the organization toward greater productivity and job satisfaction. For with increased productivity and job satisfaction, the organization will continue to operate effectively. Creating change consists of being innovative and implementing that change. Whereas managers do not implement any changes, they more so enforce those changes. Leaders guide individuals through the change, taking their opinions and concern into consideration. On my old job, the leader, Mrs. Lisa would discuss the change with us that the parish wanted us to implement. She would ask us for our input. If the change were going to cause harm or be ineffective, Mrs. Lisa would consult with the parish again to see if there was a different way to implement the change or discard the change altogether. Leaders advocate for their employees. Managers possess a different role than leaders. Stovall (2018),  mentioned that managers are reactive, while leaders are proactive.  Leaders are always constantly thinking about ways to improve the organization and the betterment of the organization as a whole. While a manager utilized his or her position as power, a leader utilizes interpersonal skills as his or her power. 

Bolman, L.G. and Deal, T.E. (2017) Reframing Organizations, (6th ed.). San Francisco, CA: Jossey-Bass.

Nahavandi, A. (2014). The art and science of leadership. Harlow, Essex, England: Pearson Education Limited.

Stovall, J. (2018, August). Are you a leader of a manager? Understanding Leadership and Management. Retrieved August 27, 2020, from HR.com

CLASSMATE 2

Topic: How do leadership and management differ?

Effective leadership can be defined in terms of group performance. In simpler terms, the leader is effective if the group is performing efficiently. Another definition may explain that effective leadership is present when employee satisfaction is high. “Leaders are effective when their followers are satisfied” (Nahavandi, 2014). Effective leadership can, also, be described as “the successful implementation of change in an organization” (Nahavandi, 2014). In my opinion, an effective leader should be composed of all of these explanations.

John Kotter (2013) states that there are key differences between leadership and managing. The difference is that leadership creates a system for managers to manage. “Managing consists of planning, budgeting, organizing, staffing, controlling, and problem solving” (Kotter, 2010). In simpler terms, management takes an organization and makes it function in the way it was designed to. “Leadership is a set of processes involving creating a vision of the future and a strategy for getting there” (Kotter, 2010). The presenter further explains that it is the leader’s responsibility to communicate the vision in a way that gets others motivated to buy into it. The leader, also, has to create an environment that motivates and inspires people to make that vision a reality.

Kotter’s (2013) explanation coincides with Bolman and Deal’s (2017) statement, one can be a leader without being a manager. After reviewing all of the aforementioned information, I believe that leaders develop a strategy to accomplish the vision and managers are hired to manage the employees as they carry out the strategy. However, it is significant to understand that leaders and managers are essential to the organization. The leaders inspire, motivate, and encourage others to accomplish a goal. The managers plan, organize, and coordinate strategies that are necessary to achieve set goals. There are differences between the leadership and management roles, but both roles are vital components of any business.

Bolman, L.G. & Deal, T.E. (2017) Reframing Organizations, (6th ed.). San Francisco, CA: Jossey-Bass. 

               ISBN: 9781119261825 

Kotter, J. (2013). The Key Differences Between Leading and Managing. Retrieved

              from, www. youtube.com/watch?     

              v=SEfgCqnM15E&list=PLRA49gaKoVqOdc28ycg8rgTOC6tNoxKP0&index=12

Nahavandi, A. (2014). The Art and Science of Leadership. (7th Ed.). San Diego, CA: Pearson

             Education, Inc.

Supporting Lectures:

Review the following lectures:

• Expatriate: Predeparture Planning and Training
• Global Staffing, Leadership, and Software Applications
• Global Workforce, Succession Planning, and Training

Discussion Questions

Before beginning work on this discussion forum, please review the link “Doing Discussion Questions Right” and any specific instructions for this topic.

Before the end of the week, begin commenting on at least two of your classmates’ responses. You can ask technical questions or respond generally to the overall experience. Be objective, clear, and concise. Always use constructive language, even in criticism, to work toward the goal of positive progress. Submit your responses in the Discussion Area.

Introduction:

By the due date assigned, respond to the assigned discussion questions and submit your responses to the appropriate topic in this Discussion Area. Respond to the assigned questions using the lessons and vocabulary found in the reading.

Select any one of the following starter bullet point sections. Review the important themes within the sub-questions of each bullet point. The sub-questions are designed to get you thinking about some of the important issues. Your response should provide a succinct synthesis of the key themes in a way that articulates a clear point, position, or conclusion supported by research. Select a different bullet point section than what your peers have already posted so that we can engage in several discussions on relevant topics. If all of the bullet points have been addressed, then you may begin to reuse the bullet points with the expectation that varied responses continue.

Tasks:

Question 1:

Evaluate an article from the South University Online Library or Harvard Business Review that discusses female expatriates.

Question 2:

Analyze the effectiveness of the predeparture training for an expatriate.

Submission Details:

To support your work, use your course and textbook readings and also use the South University Online Library. As in all assignments, cite all sources in your work and provide references for the citations in APA format.

Your initial posting should be addressed at 500–1,000 words as noted in the attached PDF.

Elaborate on the concept of diversity, equal opportunity, and affirmative action in the workplace.  Place special emphasis on the legal terminology you learn. Apa Style, avoid plagiarism, and use References.

Imagine that you work for an organization that has entered into the grievance process with a number of employees who dispute the recent disciplinary action taken against them. As the labor relations manager, it is your role to prepare the necessary documents, schedule the meetings, and notify the appropriate staff and union officials about the upcoming process. Ultimately, this process will encompass the first four (4) steps of a typical grievance process.

1. Create a twelve to fifteen (12-15) slide PowerPoint presentation in which you:
2. Outline the four (4) steps of the grievance process.
3. Prepare a slide that designates the responsibilities of each party involved.
4. Determine the main employment laws that may govern this action.
5. Recommend one (1) outcome for the situation and predict the ethical implications for your decision.
6. Use at least five (5) quality academic resources in this assignment. Note: Wikipedia does not qualify as an academic resource.

Your assignment must follow these formatting requirements:

• Format the PowerPoint presentation with headings on each slide and three to four (3-4) relevant graphics (photographs, graphs, clip art, etc.), ensuring that the presentation is visually appealing and readable from 18 feet away. Check with your professor for any additional instructions.
• Include a title slide containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The title slide is not included in the required slide length.
• Follow these directions for submitting the PowerPoint:
  • Submit your PowerPoint using the submission link above.

The specific course learning outcomes associated with this assignment are:

• Examine the relationship between management and unions.
• Recommend ethical approaches to discipline and separation practices.
• Apply discipline policies, the grievance procedure, and mediation / arbitration.
• Develop a plan that addresses administrative issues in labor forces.
• Use technology and information resources to research issues in employee and labor relations.
• Write clearly and concisely about employee and labor relations using proper writing mechanics.

Click here to view the grading rubric.

Respond ONLY and Suggest alternative approaches and definitions.

Improving the employer-employee relationship is the strategic role of an HRM. However, there’s more to this job than many people realize. Human resources managers formulate workforce strategy and determine the functional processes necessary to meet organizational goals. Their job requires expertise as an HR generalist, which means they must be familiar with every human resource discipline. There are several ways in which HRM professionals help define roles and responsibilities: Conducting employee surveys- taking the feedback from the employee if he or she is happy with the organization. Conducting an open discussion with all level employees will help the lower-level employee to effectively communicate with upper-level employees. Providing flexible working hours. Support creativity and innovation. Giving tasks according to skills and capability. Like most of us have stated, the job description is not clear based on the positions for employees. More tasks or being added but no additional pay to go along with it, as well as the necessary training. 

There are several more ways in which hrm professionals help define roles and responsibilities- like:

1.     Conducting employee survey- taking the feedback from the employee if he or she is happy with the organization

2.     Conducting open discussion with all level employees will help the lower-level employee to open up with upper-level employees

3.     Providing flexible working hours

4.     Support creativity and innovation

5.     Giving tasks according to skills and capability