Que: Write a paper discussing a Covid19 business issue and how this issue is managed with people management actions With the understanding that human resource management refers to the techniques or actions used to manage the people resource in an organization and that its purpose is to gain competitive advantage and maintain uniqueness for the organization in the marketplace, discuss two aspects of HRM that Covid19 has impacted within organizations around the world.
RE: Week 6 Discussion
Hello Professor Elias and Classmates,
Script:
Good Afternoon Team, I have called each of you here for this unscheduled meeting because I want to be the first to share with you upcoming changes that will have an effect on each of us. I have just been informed that due to the impact of Covid-19, the company must restructure in order to continue operations. Part of the restructuring includes centralizing some functions and decreasing staff. This means that we will have to lay off some co-workers. The co-workers that will be laid off have not been identified and we do not know how many co-workers will be laid off. What I do know is that employees who are laid off will receive unemployment and will be paid any accrued vacation and sick time and health insurance premiums will be covered for one year after the effective date or when the coworker is rehired or gains other employment. In addition, the restructuring should position the company to regain momentum in eight months, if so there will be a recall of all laid off employees. However, there is no guarantee, but if all goes well, this is the plan. Anyone who is laid will continue to have access to the employee assistance program and all of it’s benefits for up to a year after the laid off effective date. If anyone would like to voluntarily be laid off please send me an email stating such. I understand that this may cause feelings of uncertainty and even fear which I experienced when I was initially informed. You can rest assured that I will continue to have an open door policy and as I receive information, I will share with each of you. Does anyone have any questions at this time?
Strategy:
I am using a strategy of transparency, candor, and compassion. Instead of referring to the employees as employees, staff or workers, I used the term co-workers. I communicated the bad news while sharing the projected turn around and time frame. I prepared for the meeting by getting a clear understanding of what was actually transpiring within the company and how benefits will be effected by the changes. I made sure that I spoke with HR to get a clear understanding of how unemployment would work and the plan for recalling employees. I also came up with a list of possible questions that could be asked of me. Short term benefit of restructuring will increase revenue while cutting cost. Long term effect of not restructuring at this time could cause the business to ultimately fold. Since the coworkers to be laid off have not yet been identified, I checked with my supervisor to ensure that the company would allow for voluntary lay offs. Voluntary lay offs could be beneficial to both the employer and employees. (1) I asked the other managers in the company when they would be sharing this information with their teams and we agreed that it would be best to all share at 2 pm the same day. This would help prevent fear created by the rumor mill and miscommunication if one team knew before the rest. When delivering the information I will use empathy and relate to their feelings. I will allow time for questions despite not having any additional information. My response for questions that cannot be answered at that time would be, “Unfortunately, I do not know how that will be handled at this time but as that information becomes available, I will be sure to communicate it with everyone via email or face to face meeting. If an employees gets highly upset, I would respond by saying something like, “I definitely understand your position and I know how this can be overwhelming however I am here to help you navigate this process and make the best decision for you and your family”.
Belinda
Reply Email Author 5 hours ago
Hello Professor Elias and Classmates,
Script
Good afternoon team. Thank you for joining us on such short notice. I asked you here to discuss some changes that will take place within the organization in a bid to reduce the loss of revenue. The company is undergoing a reorganization, which will result in mass downsizing. At the moment, it is not yet clear which departments will be affected and who will be will be laid off. That notwithstanding, I endeavor to be transparent in sharing information as I receive it. I understand this is not the kind of news you were expecting to hear when I called for this meeting. I will be engaging the management on how best to handle this issue to ensure productivity and results are maintained. Before I continue, I would like to pause to answer any questions?
[Questions and answers ]This is a challenging time, but I would like to urge you to remain positive and focused despite the circumstances we are in. I will be giving updates from time to time, and I would be glad to meet with you one-on-one, whether you have ideas on how best to navigate this moment, questions, or concerns.
Thank you
Strategy
The main objective of the communication is to inform my team of the downsizing while maintaining productivity and the results. To best achieve this objective, I have to prepare myself well before convening the meeting. One of the ways to prepare is to understand why the decision to downsize was made (Gallo,1). It will involve asking my boss various questions and seeking clarification before meeting my team. I will also review some of the frequently asked questions in such a scenario. Similarly, I will rehearse what I am going to say to avoid sounding unnatural.
To avoid feeding the rumor mills, I will convene a meeting as soon as practically possible. In this case, the meeting will take place in the afternoon a few hours after I got the information. I will show empathy by expressing my understanding of the situation and the challenging times ahead. Throughout the meeting, I will maintain eye contact and an upright pose to avoid passing a mixed message.
Instead of sugarcoating the message, I will be direct. The direct approach will help the team digest the message faster(Andersen,2). By promising to engage the management, I will show my team; I am out to protect them.
In the event some employees get highly emotionally upset, I will allow them to vent out. To say what they feel and think as I calmly listen. Andersen intimates that delivering bad news without allowing people to respond is akin to dropping something nasty on their seats and walking away(2).
References
An awareness of the covered and noncovered services of Medicare is a critical area of understanding for health care managers. The program has grown and changed over time, refining who and what is included vs. excluded. The Case presents the opportunity to investigate these coverages, as well as the financing of Medicare. Specific reimbursement rules are in place that must be followed if funds are to be received for providing services. The level of Medicare reimbursement differs from what would be received from private insurance – but by how much – and how can this affect your bottom line?
Using the information in the required readings, as well as some additional research in peer-reviewed sources, complete your Case assignment by answering the following:
Write a paper in which you reflect about how the significant changes in Federal anti-discrimination law occurring since 1990have had an impact in employees and organizations. For example, are these anti-discrimination laws providing more protections for employees such as preventing sexual harassment or more opportunities in organizations for the disabled? Are these anti-discrimination laws changing the culture of organizations so that there is more tolerance of individual employee differences? What have been the impacts of these changes? Explain why these changes are or are not necessary for gaining a competitive advantage in a global economy.
Support your paper with a minimum of five (5) external resources In addition to these specified resources, other appropriate scholarly resources, including older articles, may be included.
Length: 5-7 pages not including title and reference pages
Your paper should demonstrate thoughtful consideration of the ideas and concepts presented in the course and provide new thoughts and insights relating directly to this topic. Your response should reflect scholarly writing and current APA standards.
In this milestone, you will compose an analysis of the cultural gaps that a company may need fill to enhance its business practices.
To complete this assignment, review the following documents:
Final project milestone one
Part 2: Composition
Nimble Storage has an objective of expanding globally and thus the entire firm ought to be prepared for that move. The firm ought to have a good coordination of the marketing, financial and human resources when setting up business in the new nations. It is important to understand that each market in the different nations has unique needs, varying competition levels, expectations as well as price ranges. Hence, the organizational culture in the firm will affect the company’s performance internationally. Organizational culture is simply the traditions shared by the workers in the firm as well as the social rules which govern interactions within the firm. The most common forms of organizational culture in firms include formal and informal culture. The formal culture involves the expectations that the firm management has regarding the business. On the other hand, informal culture involves the manner in which individuals in the organization behave and conduct themselves while interacting with each other (Nikpour, 2017). In the Nimble Storage firm, the human resource department will be required to develop strategies of adapting into the new global position and ensuring that all the complaints of the different types of labor force are attended to. In the context of expanding the business to other nations, the firm should be ready to interact and conduct business in different culture where individuals have their own principles and personal values that they follow.
Business practice analysis
The current HR strategies applied in the firm ensures that the organization is able to obtain the needed talent as well as retain them through a series of adopted measures. Having a large labor force, the management must ensure that the practices which are adopted are effective and efficient in maintaining the huge number of workers. Nimble storage has ensured that its organizational culture is simplified and memorable to employees to increase their capability to determine what is expected of them and motivate them to behave in the expected manner. Over the years, the organization has kept changing its strategies to ensure that it suits the expected demands from the labor forces.
Processes such as onboarding has helped in ensuring that the hired workers know exactly how to conduct themselves in the firm. They allow the newbies to be familiar with their working environment and to have adequate time to ask all the questions they might have pertaining their job positions. In addition, the procedure ensures that the workers can easily transition to the new environment without difficulties which might slow down the performance of the firm (Pawirosumarto et al., 2017). It ensures that the employees’ turnover rate is reduced, and the overall productivity of the firm is increased. However, the organization might spend a lot of time and financial resources conducting onboarding activities to huge crowds of workers who are hired every year. Therefore, as much as this business practice is beneficial to the firm, it is adding some expenses which have been avoided by skipping the procedure. Meeting the minimum wage requirement ensures that the company can abide by the laws of the different countries it operates in and ensures that it is spared form political influences.
Moreover, allowing workers to develop their career and giving them the compensation that suits their respective job positions ensures that the employees feel appreciated by the organization. Job satisfaction has been said to be brought by compensating workers the amount worth their efforts and ensuring that they feel appreciated and valued by the firm. Nimble storage ensures their workers can rely on it to develop their careers as well as have high payments which many desires. Therefore, this increases their retention capability and ensures that they continually improve their performance in their job positions. Therefore, the firm has a huge base of talent which can be useful in keeping up with the technological advancements which the firm needs to implement (Brannen et al., 2017). Advancement of technology is useful in ensuring that the firm innovates the latest storage gadgets which can sell at a reasonably high price than other products in the market. It allows the firm to be spared of the price battle which might exist if the firm would be using conventional technology. The innovativeness of the firm allows it to thrive in the business world regardless of the economic situation, it can capture more consumers than its many competitors.
Recommendations
The firm should improve its HR practices by implementing HR software that will allow the firm to easily monitor their workers and be able to operate smoothly while collaborating with other managers in different countries where the firm operates. The firm should encourage more creativity among its workers to ensure that it can innovate more products and be able to diversify their business as a competitive strategy. Coordination of the global working areas of the firm should necessitate the firm to employ virtual meetings rather than travelling form one country to the other. The managers will find this method convenient to them and will ensure that there is uniformity in the way the firm is run from different countries.
References
Brannen, M. Y., Piekkari, R., & Tietze, S. (2017). The multifaceted role of language in international business: Unpacking the forms, functions and features of a critical challenge to MNC theory and performance. In Language in international business (pp. 139-162). Palgrave Macmillan, Cham.
Nikpour, A. (2017). The impact of organizational culture on organizational performance: The mediating role of employee’s organizational commitment. International Journal of Organizational Leadership, 6, 65-72.
Pawirosumarto, S., Sarjana, P. K., & Gunawan, R. (2017). The effect of work environment, leadership style, and organizational culture towards job satisfaction and its implication towards employee performance in Parador Hotels and Resorts, Indonesia. International Journal of Law and Management.
Area not covered like it was supposed to be in Milestone One! Please read all blocks in the discussion cube.
11.2 points
Analyzes the mission statement of the organization against the needs of a global organization, but analysis is cursory or illogical.
11.2 points
Recommends technological tools and improvements that could reduce global barriers between employees and other stakeholders, justifying response, but recommendations are cursory, illogical, or there are gaps in justification
This milestone focuses on the topic of this week’s lessons: compensating employees.
Using the material on compensation provided in this week’s lesson and the case study, write a short paper in which you:
Describe the compensation philosophy of Maersk and how the market influences this philosophy.
Determine the value of salary surveys to an organization.
Describe the advantages of discretionary benefits to Maersk. Guidelines for Submission:
Your submission should be two pages in length and double-spaced using 12-point Times New Roman font. Be sure to list your references at the end of your paper. Submit journal assignment as a Word document.
Read Case Study 6-2, “Classification of a Bargaining Subject,” on page 285 in your textbook, and answer the questions provided.
Questions
Your response to these questions should be a minimum of 2 pages in length. Use APA format to cite and reference all quoted and paraphrased material, including your textbook. Please be sure to include your reference list on a separate page.
Choose one of the remaining three stories from “Section II: Race and Ethnicity” in the Culture and Identity text. Do not select the story you used in the previous Unit 2 discussion. Each story presents a countertransference section:
Respond to the posts of at least two learners. What was most surprising in their consideration of countertransference?
This activity will help you achieve the following learning components:
