Marjorie Benton

The Overpaid Bank Tellers

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Requirements: 1750 word

Answer preview

The company understands that new parents require time off to bond and care for their newborns. As such, Tesla’s employees are eligible for a maximum of 12 weeks of maternity leave, while fathers receive a maximum of 7 weeks of paternity leave (Shalom, 2022). This time off applies to parents with newborn babies or adopted children. Tesla knows that helping employees secure a better future and their retirement is an excellent motivator (Shalom, 2022). As such, the company offers its employees an array of financial plans to help them do this. Employees can select between 401 (k) plans, profit-sharing plans, or defined benefit pension plans (Shalom, 2022). Besides this, the company operates an employee stock purchase program that enables employees to contribute up to 15% of the base salary (Shalom, 2022). When purchasing the company’s stock, employees will do so at a 15% discount.

[1359 Words]

The Overpaid Bank Tellers

Marjorie Benton

Benefits Safety and Wellness Programs

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Requirements: 1700 words

no other information needed, please don’t repeat the question when answering the questions.

Answer preview

management systems – Requirements with guidance for use (Tesla, n.d.). Tesla’s sub-contractors are also covered in this policy. Under the policy, sub-contractors used by the company must undertake a health and safety prequalification, present a health and safety plan, participate in a start-up meeting, identify hazards and controls, complete induction, and submit regular health and safety reports (Tesla, n.d.). The policy also outlines the process the company uses to manage employees’ work-related injuries. Before adopting this policy, the company assigned injured employees to less demanding tasks and adjusted their compensation to reflect the new task (EHS Insight, 2018). After extensive backlash from employees, the company changed this approach and stopped changing the pay rate for injured employees (EHS Insight, 2018). Since more physically demanding tasks in automobile factories pay more than less demanding ones, Tesla’s policy protects employees from financial instability when injured (EHS Insight, 2018). Specifically, even though an injured employee might be assigned physically less demanding tasks, this reassignment will not trigger a change in their pay rate.

[2279 Words]

Benefits Safety and Wellness Programs

Marjorie Benton

Safeguarding The Employee Information in the HRIS

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5-1 discussion: Addressing Potential security risks

 

There are several elements related to privacy and technology that need to be considered when implementing an HRIS.

As an HR manager, how you will address potential security risks on employee data, third-party access, or organizational data for a proposed HRIS? Choose one and describe in detail; include the controls recommended to address these concerns.

In responding to your peers, compare and contrast the risks identified.

To complete this assignment, review the Discussion Rubric PDF document.Overview Your active participation in the discussions is essential to your overall success this term. Discussion questions will help you make meaningful connections between the course content and the larger concepts of the course. These discussions give you a chance to express your own thoughts, ask questions, and gain insight from your peers and instructor. Directions For each discussion, you must create one initial post and follow up with at least two response posts. For your initial post, do the following:  Write a post of 1 to 2 paragraphs.  In Module One, complete your initial post by Thursday at 11:59 p.m. Eastern.  In Modules Two through Ten, complete your initial post by Thursday at 11:59 p.m. of your local time zone.  Consider content from other parts of the course where appropriate. Use proper citation methods for your discipline when referencing scholarly or popular sources. For your response posts, do the following:  Reply to at least two classmates outside of your own initial post thread.  In Module One, complete your two response posts by Sunday at 11:59 p.m. Eastern.  In Modules Two through Ten, complete your two response posts by Sunday at 11:59 p.m. of your local time zone.  Demonstrate more depth and thought than saying things like “I agree” or “You are wrong.” Guidance is provided for you in the discussion prompt.

Requirements: 1-2 paragraphs

Answer preview

This negatively affects the individuals involved and the organization as its customers, and other employees may lose trust in the organization. Employees or managers with a level of clearance may also breach security privacy due to leaks. To avoid information breaches among employees and managers, the organization must create security policies to provide guidelines if the employees leak confidential information (Kavanagh & Johnson, 2020). This will discourage those with clearance status from engaging in fraudulent activities in the HRIS system. In case of an information breach by third parties, the organization should develop strong passwords and conduct regular security checks by updating the system.

[326 Words]

Safeguarding The Employee Information in the HRIS

Marjorie Benton

Employee Rights and Labor

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Write a paper focusing on discipline, employee rights, and labor relations in your organization.

Requirements:

  • Write between 1000 words using Microsoft Word in APA format (only the body of the paper counts towards the word requirement)
  • Use font size 12 and 1” margins.
  • Include cover page and reference page.
  • At least 80% of your paper must be original content/writing.
  • No more than 20% of your content/information may come from references.
  • Use at least three references from outside the course material, two references must be from EBSCOhost.

Cite all reference material (data, dates, graphs, quotes, paraphrased words, values, etc.) in the paper and list on a reference page in APA style

Requirements: 1700 words

Answer preview

Employee codes of conduct are crucial. This is because they formally outline the expected standards of behavior in the working environment, allowing organizations to regulate employee conduct and ensure the adoption of ethical behaviors and practices. Tesla has such a code. The company ensures that all employees have a copy of the code. One of the elements captured in the code relates to employees’ drug use of controlled substances at the workplace (Nagele-Piazza, 2018). The company’s code of business Conduct and ethics states, “the use of illegal drugs in the workplace will not be tolerated” (Nagele-Piazza, 2018). This indicates that employees are prohibited from reporting to work under the influence of alcohol or illegal drugs. Despite this, the company’s CEO, Elon Musk, stated that Tesla’s policy allows employees to have a restricted amount of THC (marijuana) in their system during working hours, as long as the level is low enough not to pose a safety threat (Nagele-Piazza,

[1413 Words]

Employee Rights and Labor

Marjorie Benton

The Broken Employment Contract

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Assignment I

Week 7 Case Study “The Broken Employment Contract”

Integrative Experience in Human Resource Management

Case Study “The Broken Employment Contract”

Read Case #15 on pp. 50-53 “The Broken Employment Contract” and write a paper answering questions 1 through 5.

Cite all reference material (data, dates, graphs, quotes, paraphrased words, values, etc.) in the paper and list on a reference page in APA style

Answer preview

When a person is hired, one of the first things an organization does is provide an employee with its written human resources policies. Doing this has elicited questions concerning whether giving an employee these policies will give rise to an employment contract between the employee and the organization. The answer to these questions is that an employer’s written HR policies can be construed as an employment contract, especially when they are poorly drafted (Stone et al., 2019). HR policies generally contain rules and regulations governing how employees should operate within the workplace (Stone et al., 2019). These policies are often contained in employee handbooks. Organizations should refrain from making legally binding promises in their HR policies (Stone et al., 2019). Furthermore, failure to include disclaimers indicating that the policies are guidelines rather than offers to contract or contracts will give rise to an implied contractual relationship between an organization and employee (Stone et al., 2019).

[1087 Words]

The Broken Employment Contract

Marjorie Benton

Human Resource Management

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After completion of Assignment one students will be able to understand the following

LO1: To understand the role of human resources within the organization.

LO2: To differentiate between the major functions of Human Resources and their interdependency.

Read the case given and answer the questions:

Fahad and Hamza own SPORTZ, a medium-sized company that manufactures and sells sporting goods and equipment. They are watching a CROSSKATES video about cross-country roller skates in the LOUNGE. Hamza says, “I don’t know. This stuff looks dangerous! What do you think? Remember that bungee-jumping thing we tried?”

Fahad responds, “Mysha was out a long time with that knee problem. She sure is a good sport. Badar said we were lucky not to get sued for that. Do you think employees could sue us if they are hurt on product-test assignments?”

 “Let’s ask Mazen,” Hamza suggests. “That guy you hired as— what did you call him—director of human resources?”

Fahad smiles broadly, “Yep. He sure seems to be busy. He’s pulled together all that paperwork for insurance and retirement that Mysha used to handle and named her compensation and benefits manager.”

“He wants to send Saad and Ahmad to a supervisor’s school for work scheduling, job team assignments, and project management,” Hamza adds. “He started those picnics by the LAGOON for people to talk about work conditions and issues.”

Fahad asks, “Do you think we should let him hire a full-time secretary? I thought Mysha could do that, but Mazen said she has a full plate. Did you tell him to do that employee bulletin board he tacked into the Web site?”

Hamza shakes his head no. “Me neither,” Fahad muses. “Wonder why he did that? Guess we’d better talk to him.”

 

Assignment Questions:                                                                          M.M.15  

  1. Which of the functional HR processes can be identified in Mazen’s area? (4Marks)
  2. Identify the environmental influences important to SPORTZ? (4Marks)
  3. How do its HR functional areas line up with the overall HR process? (3.5Marks)
  4. Does Mazen need to do anything else to set up a strategic HR function? (3.5Marks)   

  7. Answer preview

  8. Human Resources departments’ primary responsibility revolves around developing and implementing administrative procedures to support employees and guarantee successful employee lifecycles and work experiences (Stone et al., 2020). This serves as the ultimate goal of the overall HR process, considering that the administrative procedures developed by HR departments will positively impact the rest of the company (Stone et al., 2020). As alluded to in the first section of the paper, SPORTZ’s HR director, Mazen, has implemented several HR functional processes. These include benefits administration, providing employees with career growth and development, employee selection and hiring, and employee relations. By implementing these processes, the company’s HR functional areas are aligned with the overall HR process, considering the strategies used to implement these processes will not only support employees but also guarantee successful employee lifecycles and work experiences (

  10.           [913 Words]

Human Resource Management

Marjorie Benton

Incentive pay plans in organizations

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This is the final submission for your project: Write a paper discussing the future of HR for your organization.

Requirements:

Cite all reference material (data, dates, graphs, quotes, paraphrased words, values, etc.) in the paper and list on a reference page in APA style

quiz:

QUESTION 1

  1. Discuss three considerations you believe might help determine whether to use individual or group incentive pay plans in organizations. Provide an example (real or imagined) of an effective match between a specific workplace setting and a suitable incentive plan. Describe why it’s effective.

  2. QUESTION 2

    1. Illustrate the impact of an equitable benefits program on the competitive advantage of an organization

    2. QUESTION 3

      1. Discuss how the physical and emotional health of employees impacts organizational effectiveness. In your opinion, is a “safe” workforce the same as a “healthy” workforce? Defend your position.

        QUESTION 4

        1. Develop an argument opposing affirmative action policies. Be specific and offer more than one reason. As an HR manager, how might you alleviate some of the negativity associated with this opposing stance?

          QUESTION 5

          1. How will the evolving nature of work (how, what where, when, people perform their jobs) effect HR practices in the future? Provide examples and describe the impact on HRM

          Answer preview

          Even though employee compensation is important, benefits programs are also equally essential. This is because they send signals about what an organization wishes to become and how it motivates its employees (Werner & Balkin, 2021). Benefits programs are increasingly becoming a vital source of competitive advantage for organizations. However, for organizations to attain such outcomes, they must ensure that their benefits programs are equitable. When an organization has an equitable benefits program, it will prevent the organization from losing its talented minority employees since they will not have to deal with discriminatory workplace practices that undermine their career progression (Werner & Balkin, 2021). This outcome will give the company a competitive advantage, considering retaining its talented employees will ensure it consistently provides value to customers through its products or services (Werner & Balkin, 2021). Besides this, an equitable benefits program can improve an organization’s

          [1295 Words]

          Incentive pay plans in organizations

Marjorie Benton

Digital Business Transformation

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Zero marks will be given if you try to bypass SafeAssign (e.g., misspell words, remove spaces between words, hide characters, use different character sets or languages other than English, or any kind of manipulation

I advised making your work clear and well-presented

Write the solution in the concept by writing the keyword keys without copying from other paper or from the book

  • Use Times New Roman font size 12 for all your answers.
  • write the reference with APA Style
  • write the taxation
  • While your opinions do not need to be cited, they do need to be backed up with evidence. It is important to refer back to the textbook, articles, activities, other course content, or additional research using scholarly works to support your position or idea. All sources should be cited according to APA style: material needing citation should be marked with parenthetical citations in the body of your response and bibliographic entries

Required Text(s)

  • Jelassi, T., Enders, A., & Martinez-Lopez, F.J. (2020). Strategies for E-Business: Concepts and Cases on Value Creation and Digital Business Transformation (Classroom Companion: Business) (4th Ed.).Springer Publication
  • Afuah, A. (2014). Business Model Innovation: Concepts, Analysis, and Cases. (2nd ed.). New York City: Taylor & Francis. ISBN#: 9780415817400 (print), 9781136656491 (e-text).

Requirements: every question 250-300 word

Answer preview

E-Procurement can be described as the process where institutions or businesses request, order, and buy products or services via the online platform. In most cases, electronic procurement is a b2b process. Unlike e-commerce, eProcurement utilizes suppliers in a closed system and is only available to businesses that are only registered to a particular supplier system (Ronchi, Brun, Golini, & Fan, 2010). In other words, it facilitates interactions between businesses and customers via bids and so on. It is valuable to the organization as they easily access the customers. Moreover, it makes it easier for customers to make purchases. It allows the customers to have a variety of goods and services they may opt to buy.

[1055 Words]

 

Digital Business Transformation

Marjorie Benton

Value of Teams in Organizations

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Teams have a positive impact on the overall performance of organizations. After reading this section, consider your own team experiences. In what ways did you have a larger impact as a member of team than you would have had acting as an individual? Record your response in your Learning Journal.

Why do major organizations now rely more and more on teams to improve operations? Executives at Xerox have reported that team-based operations are 30% more productive than conventional operations. General Mills says that factories organized around team activities are 40% more productive than traditionally organized factories. According to in-house studies at Shenandoah Life Insurance, teams have cut case-handling time from twenty-seven to two days and virtually eliminated service complaints. FedEx says that teams reduced service errors (lost packages, incorrect bills) by 13% in the first year (Fisher, 2008; Greenberg & Baron, pp. 315–316).

Today it seems obvious that teams can address a variety of challenges in the world of corporate activity. Before we go any further, however, we should remind ourselves that data like those we’ve just cited aren’t necessarily definitive. For one thing, they may not be objective: companies are more likely to report successes than failures. As a matter of fact, teams don’t always work. Indeed, according to one study, team-based projects fail 50 to 70% of the time (Greenberg & Baron, 2008, p. 316; Thomson, 2008, p. 5).

The Effect of Teams on Performance

Research shows that companies build and support teams because of their effect on overall workplace performance, both organizational and individual. If we examine the impact of team-based operations according to a wide range of relevant criteria—including product quality, worker satisfaction, and quality of work life, among others—we find that overall organizational performance improves. Table 1.1 lists several areas in which we can analyze workplace performance and indicates the percentage of companies that have reported improvements in each area.

Table 1.1 Effect of Teams on Workplace Performance
Area of Performance Percentage of Firms Reporting Improvement
Product and service quality 70
Customer service 67
Worker satisfaction 66
Quality of work life 63
Productivity 61
Competitiveness 50
Profitability 45
Absenteeism/turnover 23

Adapted from Creating High Performance Organizations: Practices and Results of Employee Involvement and Total Quality in Fortune 1000 Companies, by E. E. Lawler, S. A. Mohman, and G. E. Ledford, 1992, San Francisco: Wiley. Copyright 1992 John Wiley & Sons Inc. Reprinted with permission.

The early 1990s saw a dramatic rise in the use of teams within organizations, along with dramatic results such as the Miller Brewing Company increasing productivity 30% in the plants that used self-directed teams compared with those that used the traditional organization. This same method allowed Texas Instruments in Malaysia to reduce defects from 100 parts per million to 20 parts per million. In addition, Westinghouse reduced its cycle time from 12 weeks to two weeks, and Harris Electronics was able to achieve an 18% reduction in costs (Wellins, 1994). The team method has served countless companies over the years through both quantifiable improvements and more subtle individual worker-related benefits.

Companies such as Square D, a maker of circuit breakers, switched to self-directed teams and found that overtime on machines, like the punch press, dropped 70% under teams. Productivity increased because the setup operators were able to manipulate the work in much more effective ways than a supervisor could dictate (Moskal, 1998, p. 32). In 2001, clothing retailer Chico’s FAS was looking to grow its business. The company hired Scott Edmonds as president, and two years later revenues had almost doubled from $378 million to $760 million. By 2006, revenues were $1.6 billion, and Chico’s had nine years of double-digit same-store sales growth. The company has continued to do well even after his departure; in 2012 sales were over $2 billion. What did Edmonds do to get these results? He created a horizontal organization “ruled by high-performance teams with real decision-making clout and accountability for results, rather than by committees that pass decisions up to the next level or toss them over the wall into the nearest silo.”

The use of teams also began to increase because advances in technology have resulted in more complex systems that require contributions from multiple people across the organization. Overall, team-based organizations have more motivation and involvement, and teams can often accomplish more than individuals (Cannon-Bowers & Salas, 2001). It is no wonder organizations are relying on teams more and more.

Do We Need a Team?

Teams are not a cure-all for organizations. To determine whether a team is needed, organizations should consider whether a variety of knowledge, skills, and abilities are needed, whether ideas and feedback are needed from different teams within the organization, how interdependent the tasks are, if wide cooperation is needed to get things done, and whether the organization would benefit from shared goals (Rees, 1997). If the answer to these questions is “yes,” then a team or teams might make sense. For example, research shows that the more team members perceive that outcomes are interdependent, the better they share information and the better they perform (De Dreu, 2007).

Note. Adapted from “The Team and the Organization,” by K. Collins, 2014, Exploring Business, Chapter 8, Section 1. Copyright 2014 by Flat World Knowledge, Inc.; “Understanding Team Design Characteristics,” by M. Carpenter, T. Bauer, B. Erdogan, & J. Short, 2013, Principles of Management, Chapter 12, Section 2. Copyright 2013 by Flat World Knowledge, Inc.

Requirements: More than 15 characters, less than 3000 characters

Answer preview

Consequently, the reading reinforces that team-based organizations often exhibit more significant involvement and motivation. Teams galvanize individuals’ collective strengths, heightening motivation through collaboration and shared accountability (Salas et al., 2015). Moreover, teams capitalize on diverse viewpoints and expertise, enhancing involvement and engagement in decision-making and problem-solving. This tenet aligns with the idea that collaboration and shared ownership foster commitment. Reflecting on my experience, I find teams integral in empowering individuals and enhancing involvement. It provides people with shared objectives and an opportunity to contribute unique perspectives. Thus, being part of a team is an opportunity to foster a sense of ownership over a project’s success.

[320 Words]

 

Value of Teams in Organizations

Marjorie Benton

Arbitration

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(CLO5, 7) Is arbitration an option in human resource problems? How do employees enter arbitration? How is the process or rules of arbitration different from those in courts?

Requirements: 200 words

Answer preview

Litigation is a public procedure that follows established rules that govern the process. On the contrary, arbitration resolves issues by listening and referring to written documents without following set procedures (Ortolani, 2019).  Also, litigation is time-consuming and costly as the parties must follow formal procedural rules and evidence rules, while arbitration occurs whenever the arbitrator has been appointed. Litigation also involves pre-trial procedures, while arbitration is less costly due to compressed processes.

[272 Words]

Arbitration