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“The neoliberal understanding of human abilities as sources of potential income redefines child-rearing by treating a broader range of activities of care and cultivation, and not only educational and professional training, as potential ‘investments’ in the human capital of children.”

Susan Koshy argues that, under neoliberalism, parents understand that raising their children is about making investments in human capital. Have you experienced this in your own life? In what ways have your parents treated you like an investment? In what way have they treated you otherwise? How do you know the difference?

Assignment due Sunday 

Work 

Your submission must be your original work. No more than a combined total of 30% of the submission and no

more than a 10% match to any one individual source can be directly quoted or closely paraphrased from

sources, even if cited correctly. An originality report is provided when you submit your task that can be used

as a guide.

You must use the rubric to direct the creation of your submission because it provides detailed criteria that

will be used to evaluate your work. Each requirement below may be evaluated by more than one rubric

aspect. The rubric aspect titles may contain hyperlinks to relevant portions of the course.

Create a portfolio of communication documents based on one of the scenarios by doing the following:

A. Compose a motivational email to internal staff that discusses two advantages and two disadvantages of

the product and explain how to mitigate the disadvantages should they occur.

B. Compose an informational email to external stakeholders (i.e., investors, shareholders) that discusses two

distinct organizational and/or financial impacts the product will create.

C. Compose a consumer-facing blog post that highlights three distinct benefits of the product and informs

the consumers what sets this product and/or business apart from others in the industry.

D. Compose a persuasive letter to the business partner to discuss their challenges in meeting your

production needs.

E. Compose responses to the customer complaint about the product that was posted on the company’s social

media page by doing the following:

1. Develop a public response that acknowledges the customer complaint and improves the company

image within the social media page.

2. Develop a direct private message with a proposed adjustment (resolution) for the customer.

F. Evaluate the communication strategies and methods (i.e., email, letter, blog, and social media) used in items

A–E by doing the following:

1. Explain how the communication strategies support or do not support the desired outcomes and provide

examples to support your conclusion.

2. Explain how the four communication methods effectively or ineffectively serve the target audience and

provide examples to support your conclusion.

G. Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased, or

summarized.

You are the Employee Relations Specialist for a national retail company with locations across the United States. The nearly 500 company employees are diverse in terms of age and demographic differences. Your primary work location is Southeast Pennsylvania. Recently, the employees in the mid-Atlantic region, managed by Kristopher Kolumbus, have expressed dissatisfaction with the work environment. There are approximately 125 employees in the mid-Atlantic region. Their specific concerns include receiving small pay raises for the past 2 – 3 years, limited employee benefits, lack of career mobility and progression, and heightened security controls implemented due to theft concerns. There has been recent talk among the employees about the possibility of unionization, and some workers have begun exploring options such as United Food & Commercial Workers International Union and the Retail, Wholesale, and Department Store Union. Before either of these unions will send an organizer to the organization, it wants to be sure that sufficient employees will back union representation. Some employees have started company-wide communication to increase interest in unionization.

As the Employee Relations Specialist, it is your responsibility to ensure that supervisors and managers follow the rules regarding a union organizing campaign. In response to this potential campaign, you decide to take some initial actions and prepare several documents to share with your boss, the Director of Human Resources:

• A summary email to the Director of Human Resources describing the issues and what actions you are taking (which include the below items)
• A one-page memo to all managers and supervisors indicating what they can and cannot do during any union organizing effort.
• An email to your human resource colleagues about actions the HR team should consider in response to some of the concerns raised by the Mid-Atlantic Region employees
• An outline for a meeting to be held between Human Resources and the organization’s leadership team regarding the organizing effort

Requirements include:

• Cover Page with Name, Date, and Title of Assignment
• Each of the 4 items indicated above (summary email, one-page memo, email to your human resource colleagues, and outline for a meeting)
• Headings to separate the sections of the paper
• A minimum of three sources (two must be from the course materials) for each response
• In-text citations in APA style
• Reference page using APA style

Read “The ‘ICE’ Strategy” on Human Resource Management (pp. 8–9) of the PDF in Aetna: Investing In Diversity Case. Also review Exhibits 6 and 7 on pp. 22–23 of the case study to see the link between Aetna’s strategic focus and the diversity outcomes that can result. From Exhibit 7, select one of the eight strategic focuses and one of the 10 diversity implications that you feel relates to that focus.

Discuss the relationship between the two and describe three specific actions Aetna could take to accomplish the diversity implication. Include at least one citation and reference in your initial post.

Respond to at least two of your classmates’ posts concerning their choices and suggested actions. Can you add anything to their perspective?

Consistency in compensation structures is important from a planning and equity perspective. Organizations typically seek to align their wage structures for ease in management as well as equity and overall compensation. The organization is exploring pay for performance approach to individual wage administration. The Vice President of HR has decided that if adopted, a range method would most align with the company’s compensation philosophy. 

Considering this please address the following prompts in your discussion:

• There are four primary ways that organizations align their wage structures. Select the one that most aligns with your organization then discuss how this alignment is applicable as demonstrated in your company’s compensation practices.
• What are the key elements in designing a pay-for-performance system?
• Discuss the benefits and challenges of managing employees through various salary rate ranges. How can the salary ranges help prevent internal and external equity issues?

Please be sure to validate your opinions and ideas with citations and references in APA format.

Based on your reading of the textbook chapter, describe and give an example of an assumption in your organization. This should be a belief that is “taken for granted”, about “the way we do things here”. 

In responding to question 2 this week, be careful not to confuse assumptions in the contemporary sense with the anthropological meaning as it is ascribed to it in culture studies. In the contemporary definition, an assumption is a belief that something is true or accepted as true, often without proof. For example, “In my company, people assume that you can leave early on Friday” or “An assumption is that if you work hard you will be recognized”.

In organizational culture, as described by Schein, basic assumptions are much deeper than that. Basic assumptions are generally around the nature of something. 

For example, a basic assumption around the nature of humans:

“Humans are inherently evil. They will tend to cheat or lie if they can get away with it”.

Or, a basic assumption around the locus of control:

“Nature controls us. So it doesn’t matter what I do, whatever will happen, will happen.”

Read the explanation carefully before responding:

Schein describes some assumptions around core problems organizations face:

1. External adaptation and Internal Integration

This are the core problem groups and organizations are faced with : survival in and adaptation to the external environment and integration of the internal processes to ensure the capacity to continue to survive and adapt.

Do we control our environment or does the environment control us?

All groups develop norms around these categories and if these norms get external tasks done while leaving the group reasonably free of anxiety, the norms become critical genetic elements of the culture DNA.

2. Reality and Truth

All kinds of society are based on deeper assumptions on general abstract issues.This is how people relates to reality and truth, time and space, human nature and how people should relate to each other. Reaching consensus for instance is a process of building a shared social reality. There are many different criteria for determining truth, from belief and morality (pure dogma and right / wrong dichotomy) to pragmatism (scientific method).

Is there an actual truth? Is reality objective or subjective?

3. Time and Space

Anthropologists have noted that every culture make assumption about time. Schein identifies three types of organization depending on their time orientation : past, present and future. 

Is time monochronic and polychronic?

Monochronic is a view of linear time that can be split, wasted, spent etc … This is typical of the western rational cultures. Some culture in Southern Europe or Middle East view time as polychronic, a kind of medium defined more by what is accomplished than by a clock, within which several things can be done simultaneously.  In polychronic cultures, relationships are viewed as more important than short-run efficiency and may leave monochronic managers frustrated and impatient.

Space has both a physical and a social meaning and feeling about distance have biological roots. This ends up in different levels of distance (intimacy, personal, social, public) whose length may differ depending on the culture. Also space includes a symbolic value through different allocations (executives at the top of the building, managers with dedicated office etc …). This is one of the reason why the introduction of new communication technologies (email, collaborative spaces, social networks)  causes anxiety : it forces to the surface assumptions that have been taken for granted in terms of relation to space.

4. Human nature, activity and relationships

Are humans inherently good or evil?

Douglas Mc Gregor has well known framework on this subject known as Theory X (managers believe people are lazy and must be motivated and controlled) and Theory Y (people are basically self-motivated and need to be channeled and challenged). The latter assume it is possible to design organizations that enable employee needs to be congruent with organizational needs. This is the dimension of organizations seeking to grow and to dominate their market.

Do we control nature or does nature control us?

There is the Doing orientation whereby nature can be controlled and manipulated, there is a pragmatic orientation toward the nature of reality and a belief in human perfectibility. On the other hand, the Being orientation where nature is powerful and human is subservient to it, an orientation that implies fatalism and enjoying what we have, here and now. This is the orientation of organizations looking for a niche, trying to adapt to external realities rather than creating markets.

In between both there is the Being-In-Becoming organization where the focus is on development rather than on a static condition. It is more on what the person is and can become rather than what the person can accomplish.

References

 https://scholarworks.gvsu.edu/orpc/vol4/iss4/3/ 

 https://thehypertextual.com/2013/01/17/edgar-schein-organizational-culture-and-leadership/

https://learn.umgc.edu/d2l/le/content/510657/viewContent/19033531/View

N/B……….Pls stick to the references

Lesson 2 Discussion Forum 2: 350 Words

Explain how you would conduct a job analysis in a company that has never had job descriptions. Utilize the O*Net as a resource for your information.

Your discussion is to be submitted in 12-point Times New Roman font using APA format.  You must have a minimum of two sources to support your answer.

Reply to Post :  200 Words

Job analysis is among the techniques though an obvious reality the divisions can gather, look at, and documentations with content about employment and necessities. This could rapidly show associations essentially in the middle of occupations of work and skill, ability and capacities required for work appears. For support, it gives an examination that is exact to that figure out how to rely on representative’s changes with appropriations to decide by specific errands. The information bank knows over undertakings basing upon venture examination that does with HRM. Moreover, it is regularly imparting reached O * NET. This may attempt to discover liberated from cost and work comprised of by devices study where they may be really skilled newly reveal by ventures. Investigate at a word reference of online has name vocations in idea through United States division at work by having a buy today. (shrm.org)

Job analysis is going to without a doubt be genuine gadgets being really exploiting, wage devotion varieties and grades or even formation of occupation objectives has worker audit appears. They are essentially utilizing for occupation arranging’s and meeting that is legitimate may have the motivation behind compliances. This really is in reality all because of worth may have made clarifications out of employments that embody successfully through specialists in present functionalities of work commitments and their assignments. People basically used O * Net for distinguishing each working assignment that broadly suits to their inclinations, capacities notwithstanding information. Because of people looking for work may simply find their calling movement pages rather than through getting to the work showcase information which are generally current. Hence likely through exploiting O * Net the individuals may basically assess obligation area along edge building up gathering, compensation, and standing that is really pardoned. By this individuals may totally prepared their qualifications which are really business related alongside both income incrustations and work depictions. This complimentary information bank that is online in detecting the employments that request to become evaluated. (Anita, (2019)

Lesson 2 Discussion Forum 1:  350 Words

Discuss some of the protected characteristics covered by equal employment opportunity laws and why they are important in today’s employment setting.Your discussion is to be submitted in 12-point Times New Roman font using APA format.  You must have a minimum of two sources to support your answer.  

Reply to Post:  200 Words Equal Employment Opportunity Act LawEqual employment opportunity provides equal chances in employing workforces in a company without discrimination such as race, sex, religion, color, or ethnic group. For the strategy to be accomplished, the United States Equal Employment Opportunity Commission, set to play an essential role in protecting workforces from discrimination, established the Civil Rights Act. The strict rules have been set to ensure the regulations are followed in each state, national, or private company (Kmec & Skaggs, 2014). Equal employment opportunities also employ or promote workers according to their skill instead of discriminated based, sex, religion, among others.  Various managers have paid vast amounts for violating the laws because of inadequate knowledge or ignoring the rules.The employment reflections against persons with disabilities without reasonable accommodation to execute the job have been forbidden in the companies. Based on the act, any person with disabilities who can implement their vital job functions should not be prejudiced. This implies that any work that a person living with a disability can carry out; they should not be prejudiced from others (Rush, 2012). It similarly forbids the use of pre-employment medical tests, apart from the drug tests, while waiting for a provisionally offered job. Even with the several Civil Rights Acts as well as Equal Employment Opportunity Acts, ethnic discrimination in workplace settings carries on. The companies and the employers are responsible for protecting the laws at the workplace and when employing the workforces. This can only be attained by allowing strict regulations within the company and providing a flexible and relaxed environment for individuals with specific disabilities. Apart from places where a lot of energy is needed, for instance, raising heave loads for an extended period, gender discrimination is not allowed. In this case, men are generally preferred because of their physical features that are more required. Jobs like these can be exempted because of their specific job requirements. 

Portion 1- Due Today by 9PM

Respond to the following in a minimum of 175 words: 

• What are the product design philosophies behind industrial design and design for manufacture and assembly? Which one do you think is more important in customer-focused product development?
• Provide an example of customer focused product development in your organization or an organization you have researched
• Provide an example of a successful or unsuccessful introduction of a new product and an evaluation of its specific development process.

Portion 2 ( Due Tomorrow) 

Reply to 2 classmates.

**Classmate Responses Attached***

Word Counts:

175- reply to post

125 Per reply (2 replies) = 250