Research, as a team, three relevant court cases on age discrimination.
Design a 2-3-slide Microsoft® PowerPoint® presentation with speaker notes for the senior management team at “State of Estates” to train them on the following topics:
Imagine that you are a project manager with a large hospital. You are responsible for facilitating the selection of a new healthcare information system. You are asked to preview the Allscripts MyWay EMR and Waiting Room Solutions demos.
Resources:
Grading Rubric
Assignment 1: Integration and System Functions
Student created a comparison table or matrix for the various functions. 20 points
Student provided thorough outline of the functions for each product. 40 points
Student provided an assessment and explanation of how product features would or would not potentially support interoperability and basic integration standards
40 points
Total
100 points
Read the article Conducting Thorough Job Analyses and Drafting Lawful Job Descriptions located in the Module Two: HR Planning and Staffing Reading and Resources section.
Use the article to identify the purpose of job analysis (why it is done) and the steps an employer uses to draft a legally defensible job description (how they are done).
Then discuss the legal importance of a well-defined job description, including at least one citation and reference in your initial post and respond to at least two of your classmates’ posts.
Classmates’ posts 1
· Torrie Wilhelm posted May 11, 2020 2:18 PM
The basis for conducting a thorough job analysis is not only to give a real and honest overview of the job openings but it is also to draw the best candidate to apply for the vacancies. The legal aspect of a good detailed job description is to make it very public of the requirements of the job such as a Bachelor’s degree required or must have CPA licensure. The job description needs to be very detailed and accurate to not underestimate the duties of the job, furthermore, a job analysis is an effective method to determine essential functions. One way that employer covers themselves by asking employees to do additional tasks possibly outside of there job duties is my listing” other duties as assigned in the description.”
I know in my own current role what I do on a daily basis is nowhere close to how it translates on paper. This does not make the analysis of my job incorrect but I do think it makes it undervalued. I believe this is an opportunity where employee input would be beneficial in rewriting the job analysis and perhaps there would be less turnover.
Classmates’ posts 2
· Adrian Delarazan posted May 11, 2020 12:58 PM
The purpose of a job analysis is to determine the function of a position and the duties and responsibilities that comes with the job. In order for an employer to write a job description effectively and with all of the necessary information for job seekers, it must examine the actual role through job analysis. Having an accurate job description is also mandatory to comply with legal requirements. This legal requirement includes the FLSA, ADA, FMLA, and Federal and State Discrimination laws (Muskovitz, 2011).
The first step an employer should use to draft a legally defensible job description is the job analysis. The employer must be able to establish the roles and expectations of the job. The job description can then be accurately be represented. The employer should have the title and rank, essential functions, job requirements, any physical exertions, and nonessential tasks or responsibilities listed in the job description (Smith, 2015).
A well-defined job description has legal importance as it helps defends against legal claims because it can be used as evidence for compliance and other legal requirements (Smith, 2015). For example, a job description can be used to help confirm an employee’s exempt status of the job as required by the FLSA and determined by their duties (Muskovitz, 2011). Another example is through compliance with ADA. If an employer does not list any known physical or mental requirements in their job description and expects their employees to perform such requirements without accommodation, they are in violation of the ADA (Muskovitz, 2011). A vague and inaccurate job description is a huge risk for employers and could result in them facing legal trouble.
In the digital age, moving products along the supply chain through multiple members is made easier with the right tools to coordinate the effort and provide real-time data. There are even new devices available to fight counterfeiting and theft at every stage. Whether determining the proper inventory in distribution centers or lead time needed for ordering to maintain minimum levels without running out of stock, customer satisfaction and cost savings are desired outcomes. Supply chain management software can measure expected travel time at each destination based on weather and other factors; movement within warehouse, distribution centers, or fulfillment centers; and progress to the final consumer in last mile delivery. The interconnected nature of players within the chain depends on software and technology that are compatible. Some member groups are implementing standards that allow cross-carrier tracking. Benchmarking can be established at the macro and micro level down to an individual employee’s productivity.
Resources should be no more than three years old for this case because the industry is changing rapidly, and the goal is to remain relevant throughout your career.
Module 3 Case Background Readings
Trends and Practices in Supply Chain Analytics (2020)
Formulating a Predictive Flow (2020)
Masters of Logistics 28th Edition: Find Your Digital Direction (2019)
The Build-Versus-Buy Conundrum in Supply Chain Digitization (2020)
Need Speed Across the Supply Chain? It’s All About the Barcode (2019)
How a Freight Audit and a TMS Can Drive Efficiency for Your Supply Chain (2019)
“Digital Transformation” Can Enhance Working Capital Performance, New Hackett Group Survey Reveals (2019)
Three Logistics Trends to Watch in 2020 (2019)
Adding Data Science to Supply Chain’s List of Job Specs (2019)
Since you are engaging in research, be sure to cite and reference the sources in APA format. The paper should be written in the third person; this means words like “I,” “we,” and “you” are not appropriate. For more information, see Differences Between First and Third Person. The excessive use of quotes or unoriginal content will directly impact performance since it suggests lack of comprehension and indicates that a student may not have mastered the concepts.
Use the attached APA-formatted template (LOG302 Case3) to create your submission.
Your submission will include:
***Due Tomorrow before 9pm***
Begin this assignment by completing the Personal Assessment of Management Skills (PAMS). The Personal Assessment of Management Skills (PAMS) is a tool that will help you gauge your level of managerial skill competence. The PAMS include rating scales on sections regarding self-disclosure and openness to feedback as well as an awareness of your values, emotional intelligence, change orientation, and core self-evaluation. Overall you will create a profile of your leadership competence.
Then, share your PAMS assessment to at least three people who are familiar with your leadership qualities- a supervisor, colleagues, direct reports, etc. Ask those you select to reflect on your leaders’ skills and provide feedback that will help you to become a more effective manager. Include their feedback as you develop your Personal Development Plan to enhance your leadership capabilities.
Now, based on the results from your PAMS, feedback from selected individuals, and what you have studied in this course, create a Personal Development Plan to improve your leadership skills. The plan should include goals, objectives, timelines, and necessary resources.
Be sure to specify the following:
Support your assignment with at least seven scholarly resources. In addition to these specified resources, other appropriate scholarly resources, including seminal articles, may be included.
Length: 12-15 pages, not including title and reference pages. Include a copy of your completed assessment with your paper. It is not counted in the pages required.
Your assignment should demonstrate thoughtful consideration of the ideas and concepts presented in the course by providing new thoughts and insights relating directly to this topic. Your response should reflect scholarly writing and current APA standards
This will be the foundation for future discussions by your classmates. Be substantive and clear and use examples to reinforce your ideas.
Steven Sample states “One must always keep in mind that leadership is an art, not a science. Effective management may be a science…but effective leadership is purely an art” (Sample, 2003).
Discuss the following:
· Reference
Sample, S. B. (2003). The contrarian’s guide to leadership. Hoboken, NJ: Wiley.
Format. Two sources must be from the articles I attached. This is due Sunday Morning at 10am EST.
You are to define the steps you would use to develop an effective huddle for the study group. This initial post is due by Thursday.
Group 2: You are to develop an agenda with at least five items the group will cover during each study group huddle. This initial post is due by Thursday.
By Sunday: respond to your group AND the other group with suggestions or questions related to the study group huddle.
Scenario:
You work for Metro Health System, an integrated healthcare system based in the upper Midwest that serves 25 hospitals, 142 primary and specialty care clinics, 15 senior living facilities in addition to regional home care and hospice, home medical equipment outlets and more. As the flagship facility of Metro Health System, Metro Health One is a full-service, acute-care hospital offering emergency care, orthopedics, general surgery, women’s health, labor and delivery, gastroenterology, urology, pulmonology, intensive care and other medical and surgical services. As a new employee continuing your education, you have been enrolled in Metro Health One’s student internship program. This program is specifically designed to introduce you to Metro Health’s culture and values while completing your college training.
The program, led by Angie Nelson, CEO, instills team cohesiveness by teaching effective communication skills and employee involvement. Upon taking over the helm in 2010, Ms. Nelson adopted the IHI’s Daily Huddle guidelines for effective daily meetings. These started on the nursing units and segmented to every department in the system of care. Angie states, “information is distributed in an easy-to-understand format, with valuable team input, resulting in increased productivity and efficiency.”
Because you are the first group participating in the internship program, you and your partners have been selected to implement huddles as a study group daily activity. Using the IHI Daily Huddle Tool Kit concepts, as a guide, apply them to your study group development.
Your assigned focus is a STUDY Group:
Your Goal: To attain a grade of “B” in all courses this term.
Group 1: you are to define the steps you would use to develop an effective huddle for the study group.
Group 2: you are to develop an agenda with at least five items the group will cover during each study group huddle.
Suggestions of what to include in your study huddles AND see the rubric for grading criteria.
Scoring Guide Criteria
1.
Time of day determined, and agenda developed for the study group.
2.
Ground rules established for the study group
3.
PDSA stages identified for the study group.
4.
One measure per student is identified.
5.
Response to at least two others by Sunday.
6.
Response to development of effective huddle study group by Sunday.
7.
Students are helpful and respectful to fellow group members
8.
Students show collaboration and team effort to developing a study group huddle.
9.
Student takes leadership role to submit final collaborative conclusion.
10.
Work is professional: few or no grammatical, spelling or punctuation errors
Rating Scale: [100] Points Total
10-9
Work meets or exceeds criterion at a high level of competence.
8-7
Work reflects an understanding of criterion with minor misunderstandings/misconceptions.
6-5
Criterion partially met, but one or more important concepts/skills are missing or flawed.
4-3
Work reflects a minimal understanding of criterion with significant misunderstandings/misconceptions.
2-0
Criterion not met, or work is absent.
Part 1: Apply the IRAC Formula to Sowards v. Norbar, Inc., 1992. Prepare and post a brief review of the issue, rule, analysis, and conclusion.
Part 2: Based on your understanding of Sowards v. Norbar, Inc., which depicts privacy and employee handbook issues, answer the following questions:
500 words with scholarly references
Compensation and Pay for Performance
Question A
Tomas Corporation had 400 employees and wishes to develop a compensation policy to correspond to its dynamics business strategy. The company wishes to employ a high- quality workforce capable of responding to a competitive business environment. Suggest different compensation objectives to match Tomax’s business goals.
Question B
A frequently heard complaint about merit raises is that the do little to increase employee effort. What are the causes of this belief? Suggest ways in which the motivating value of merit raises may be increased.
