National Labor Relations Board
Concept:
The National Labor Relations Board (NLRB) is a five member board that falls under the Federal government agency and includes the general council, and 52 regional and other field offices. Because the NLRB is a federal agency, its enforcement actions are limited to companies that have a direct impact on interstate commerce, which extends to all except local businesses. Federal Government workers under the Civil Service Reform Act of 1978, Title VII, the Federal Labor Relations Authority has a role similar to that of the NLRB. Many states still have many similar agencies that administer the laws under that state and local governments. The two major functions of the NLRB are to conduct and certify representation and to prevent unfair labor practices. It does not initiate either of these actions, however they respond to requests for actions. Some people argue that the NLRB is illegally interfering with union organizing.
Emotional Hook:
Unfair labor practices occur very often and it is positive to have a program setup to shut down unlawful practices but is it ethical for the NLRB to interfere with the organizing of unions?
Key Points:
The two major functions of the NLRB are to conduct and certify representation and to prevent unfair labor practices.
Facilitative Question:
How could the NLRB be more aggressive in preventing unfair labor practices?
Wednesday, March 10, 2010
Sunday, February 28, 2010
Chapter 13 Summary
Unemployment Insurance
Concept:
Unemployment insurances have four objectives to minimize the burden which goes along with being laid off. It provides payments to help with the lost income during the involuntary unemployment, and helps find new jobs. This money given to the unemployed comes through a unemployment tax paid by the employer and with each application filed against the employer the tax increases, giving the employer the incentive to not have reduction in work force. Unemployment insurance has been left by the federal government to be determined on a state by state base creating their own programs. No state imposes the same tax rate on every employer in the state. Employers with a history of high layoffs pay a much higher tax and those business’ with a lower rate pay a much smaller fraction og what the larger company pays. Careful planning by the human resource manager can minimize layoffs and keep their unemployment tax favorable. To be eligible for the benefits a worker must be actively seeking work, available to work full time, and the person was not let go or fired for misconduct and did not quit, so in other words was favorably let go. If these conditions are met they will receive about half of their wage for a period of 26 weeks or six months while seeking other work.
Emotional Hook:
As hard as it can be for a person to be let go from a job it is a comfort to be able to receive money in replacement for lost income to help while looking for work.
Key Points:
A key point I found interesting is that as an organization does layoffs they are in a sense penalized for it and in it ends up costing the company more money as more unemployment applications are filed against them. This is a very good idea to help reduce layoffs when unnecessary.
Facilitative Question:What is a human resource manager’s role in preventing layoffs in order to keep the company from paying a higher tax?
Concept:
Unemployment insurances have four objectives to minimize the burden which goes along with being laid off. It provides payments to help with the lost income during the involuntary unemployment, and helps find new jobs. This money given to the unemployed comes through a unemployment tax paid by the employer and with each application filed against the employer the tax increases, giving the employer the incentive to not have reduction in work force. Unemployment insurance has been left by the federal government to be determined on a state by state base creating their own programs. No state imposes the same tax rate on every employer in the state. Employers with a history of high layoffs pay a much higher tax and those business’ with a lower rate pay a much smaller fraction og what the larger company pays. Careful planning by the human resource manager can minimize layoffs and keep their unemployment tax favorable. To be eligible for the benefits a worker must be actively seeking work, available to work full time, and the person was not let go or fired for misconduct and did not quit, so in other words was favorably let go. If these conditions are met they will receive about half of their wage for a period of 26 weeks or six months while seeking other work.
Emotional Hook:
As hard as it can be for a person to be let go from a job it is a comfort to be able to receive money in replacement for lost income to help while looking for work.
Key Points:
A key point I found interesting is that as an organization does layoffs they are in a sense penalized for it and in it ends up costing the company more money as more unemployment applications are filed against them. This is a very good idea to help reduce layoffs when unnecessary.
Facilitative Question:What is a human resource manager’s role in preventing layoffs in order to keep the company from paying a higher tax?
Chapter 12 Sumamry
Sales Commissions
Concept:
Commission is where a sales person receives a percentage of the value of the sale. So if a car salesman sales a car and gets 6 percent times the car, that amount will be added to his pay. Some people earn 100 percent commission and others receive a base pay with a lower percentage of the sale. When a salesperson makes 100 percent commission it is known as getting a “straight commission”, this is common in real estate and car sales. Paying most or all of the sales person’s wages from commission encourages the salesperson to focus on the sale instead of building customer relations. Commission sales are not for everyone. This type of position requires a person to be very dedicated and driven in order to make money. It is important for a salesperson to be hard-working, ambitious, and a risk taker. For a person who feels they fit this model of a salesperson straight commission would be a great position for them.
Emotional Hook:
For a person who is very driven by creating their own success , commission sales might be a great opportunity for them to make a lot of money. Being paid on commission allows the salesperson to more or less control their own financial situation when the economic situation is removed from the scenario.
Key Points:
A sales person can make a very good living when working for a straight or partial commission. This also puts the company in a nice position because when they have a hard-working, ambitious employee it raises the companies sales and increases profits.
Facilitative Question:What could be some of the down falls to a company and to the employees that work off commission?
Concept:
Commission is where a sales person receives a percentage of the value of the sale. So if a car salesman sales a car and gets 6 percent times the car, that amount will be added to his pay. Some people earn 100 percent commission and others receive a base pay with a lower percentage of the sale. When a salesperson makes 100 percent commission it is known as getting a “straight commission”, this is common in real estate and car sales. Paying most or all of the sales person’s wages from commission encourages the salesperson to focus on the sale instead of building customer relations. Commission sales are not for everyone. This type of position requires a person to be very dedicated and driven in order to make money. It is important for a salesperson to be hard-working, ambitious, and a risk taker. For a person who feels they fit this model of a salesperson straight commission would be a great position for them.
Emotional Hook:
For a person who is very driven by creating their own success , commission sales might be a great opportunity for them to make a lot of money. Being paid on commission allows the salesperson to more or less control their own financial situation when the economic situation is removed from the scenario.
Key Points:
A sales person can make a very good living when working for a straight or partial commission. This also puts the company in a nice position because when they have a hard-working, ambitious employee it raises the companies sales and increases profits.
Facilitative Question:What could be some of the down falls to a company and to the employees that work off commission?
Wednesday, February 24, 2010
Chapter 11 Summary
Minimum Wage
Concept:
In the United Sates an organization is required by law to meet a minimum pay level at which the employee receives for compensation. The 1938 Fair Labor Standards Act (FLSA) established the minimum wage to be $6.55 per hour as of July 2008. As of July 2009 the rate jumped to $7.25, which continues the average rate increase to be .70 cents per year to account for inflation. The FLSA does have an exception to the law permitting a “training wage” where organizations may pays under the wage minimum to a individual under the age of 20 for a period of 20 days while the new hire is being trained. Some states set their own minimum over the federal standard but must pay the higher of the two rates. Some states also have a “living wage” where employees are entitled to a raise based on the cost of living in a particular region.
Emotional Hook:
To be a more looked at business, I think it is important for business to pay their employees a little better than the national standard. It shows the employees that the company cares and in return the employee gives a greater effort.
Key Points:
Organizations must pay a minimum wage in order to avoid taking advantage of its workers. This is a major problem in other areas of the world like China and India where businesses pay workers very little to maximize profits.
Facilitative Question:
As an employer would you want to follow a higher standard or pay higher, in hope to attract better and more qualified employees?
Concept:
In the United Sates an organization is required by law to meet a minimum pay level at which the employee receives for compensation. The 1938 Fair Labor Standards Act (FLSA) established the minimum wage to be $6.55 per hour as of July 2008. As of July 2009 the rate jumped to $7.25, which continues the average rate increase to be .70 cents per year to account for inflation. The FLSA does have an exception to the law permitting a “training wage” where organizations may pays under the wage minimum to a individual under the age of 20 for a period of 20 days while the new hire is being trained. Some states set their own minimum over the federal standard but must pay the higher of the two rates. Some states also have a “living wage” where employees are entitled to a raise based on the cost of living in a particular region.
Emotional Hook:
To be a more looked at business, I think it is important for business to pay their employees a little better than the national standard. It shows the employees that the company cares and in return the employee gives a greater effort.
Key Points:
Organizations must pay a minimum wage in order to avoid taking advantage of its workers. This is a major problem in other areas of the world like China and India where businesses pay workers very little to maximize profits.
Facilitative Question:
As an employer would you want to follow a higher standard or pay higher, in hope to attract better and more qualified employees?
Monday, February 15, 2010
Chapter 10 Summary
Progressive Discipline
Concept:
Organizations must be sure to handle behavioral problems in a manner that is fair, legal, and effective in correcting the problem. In order to meet the standard of being fair, legal and effective there must be a formal discipline process to ensure that things are fair in all situation for all involved parties. By having this process in place it lets the employees know that certain behavior is not acceptable within the organization. Creating formal discipline is the responsibility of the human resource department. HR managers need to consult the organizations managers and supervisors to establish rules and consequences for those who chose to break the rules. Rules that should be addressed are; tardiness, absenteeism, unsafe work practices, poor qualities or quantity of work, sexual harassment, coming to work impaired with drugs or alcohol, theft of company property,.
Beside creating the policies it is also the responsibility of the HR manager to follow through on the punishment and correcting the behavior of the individual.
Emotional Hook:
It is important that rules are followed in order for an organization to be successful. If rules with consequences are established that the ball is in the hands in the employee to do the appropriate thing and behave in a manner that is within those guidelines.
Key Points:
It is the responsibility of the HR manager to see that the rules and consequences are clearly stated and properly followed by all employees. There can be no double standard or else it will create serious problems in a company because some people can do things one way but others get reprimanded if they violate a policy. So it must be fair, legal, and effective for all.
Facilitative Question:
How does an HR manager ensure they are being fair and following all legal aspects when creating a formal discipline program?
Concept:
Organizations must be sure to handle behavioral problems in a manner that is fair, legal, and effective in correcting the problem. In order to meet the standard of being fair, legal and effective there must be a formal discipline process to ensure that things are fair in all situation for all involved parties. By having this process in place it lets the employees know that certain behavior is not acceptable within the organization. Creating formal discipline is the responsibility of the human resource department. HR managers need to consult the organizations managers and supervisors to establish rules and consequences for those who chose to break the rules. Rules that should be addressed are; tardiness, absenteeism, unsafe work practices, poor qualities or quantity of work, sexual harassment, coming to work impaired with drugs or alcohol, theft of company property,.
Beside creating the policies it is also the responsibility of the HR manager to follow through on the punishment and correcting the behavior of the individual.
Emotional Hook:
It is important that rules are followed in order for an organization to be successful. If rules with consequences are established that the ball is in the hands in the employee to do the appropriate thing and behave in a manner that is within those guidelines.
Key Points:
It is the responsibility of the HR manager to see that the rules and consequences are clearly stated and properly followed by all employees. There can be no double standard or else it will create serious problems in a company because some people can do things one way but others get reprimanded if they violate a policy. So it must be fair, legal, and effective for all.
Facilitative Question:
How does an HR manager ensure they are being fair and following all legal aspects when creating a formal discipline program?
Chapter 9 Summary
Chapter 9 Summary
Goal Setting
Concept:
After the employee does a self-assessment, he or she sets short and long term objectives for the career they are in. The goal could include something like become the manager in of the sales department in three years. Or skill acquisitions, like learning how to operate a company software program. Or using a personal skill to improve something about the company. The goals should be specific and include a date for when the goal will be achieved. It is the responsibility of the employee to follow through on the goal and do everything possible to ensure the goal is completed. The employee should discuss the goals with his or her manager to make sure they are achievable, specific, and challenging. This will also give the employer the chance to help and support the employee in their quest.
Emotional Hook:
Goal setting is a skill that teaches an individual to become better by pushing themselves and seeking to become better through challenges and accomplishment. Goals give a person the guidance to overcome obstacles and achieve greatness through accomplishments and failures.
Key Points:
Make sure the goal is realistic and set with an expiration or time when the task should be completed. Let others know what you plan to do so they can give encouragement and feedback to help achieve the task.
Facilitative Question:
What are some ways to accomplish personal and career oriented goals?
Goal Setting
Concept:
After the employee does a self-assessment, he or she sets short and long term objectives for the career they are in. The goal could include something like become the manager in of the sales department in three years. Or skill acquisitions, like learning how to operate a company software program. Or using a personal skill to improve something about the company. The goals should be specific and include a date for when the goal will be achieved. It is the responsibility of the employee to follow through on the goal and do everything possible to ensure the goal is completed. The employee should discuss the goals with his or her manager to make sure they are achievable, specific, and challenging. This will also give the employer the chance to help and support the employee in their quest.
Emotional Hook:
Goal setting is a skill that teaches an individual to become better by pushing themselves and seeking to become better through challenges and accomplishment. Goals give a person the guidance to overcome obstacles and achieve greatness through accomplishments and failures.
Key Points:
Make sure the goal is realistic and set with an expiration or time when the task should be completed. Let others know what you plan to do so they can give encouragement and feedback to help achieve the task.
Facilitative Question:
What are some ways to accomplish personal and career oriented goals?
Friday, February 5, 2010
Chapter 8 Summary
Finding Solutions to Performance Problems
Concept:
When a company employee is performing less than average, the company needs to find a solution to fixing the low productivity and finding an solution to the behavior. The most effective way to improve behavior varies according to the employees ability to be motivate and desire to change. When an employee lacks ability and motivation corrective action is needed.
Lack of ability – Managers will want to offer training, coaching, and it’s imperative to give detailed feedback in order to help the employee develop skills necessary to do the job.
Lack of motivation – Managers should explore ways to show the employee that he or she is being treated fairly and rewarded when it is appropriate.
If a company is serious about having exceptional employees they must invest more in an employee then just giving them the review feedback. The business should give opportunities to the employee that will help them grow, feel a sense of accomplishment and self worth.
Emotional Hook:
A company feels it is important to give a 360 degree review for employees each quarter. They provide feedback of the results but then they say nothing more until the next quarterly review. In what ways is the company cheating their employees and themselves?
Key Points:
Employees need to feel that the company they work for cares enough to invest time to their success. The company must ensure that each employee is receiving honest and constructive feedback after a performance review of any type.
Facilitative Question:
What is the benefit of not only giving a performance review to employees but to invest the time to helping a employee change and improve?
Concept:
When a company employee is performing less than average, the company needs to find a solution to fixing the low productivity and finding an solution to the behavior. The most effective way to improve behavior varies according to the employees ability to be motivate and desire to change. When an employee lacks ability and motivation corrective action is needed.
Lack of ability – Managers will want to offer training, coaching, and it’s imperative to give detailed feedback in order to help the employee develop skills necessary to do the job.
Lack of motivation – Managers should explore ways to show the employee that he or she is being treated fairly and rewarded when it is appropriate.
If a company is serious about having exceptional employees they must invest more in an employee then just giving them the review feedback. The business should give opportunities to the employee that will help them grow, feel a sense of accomplishment and self worth.
Emotional Hook:
A company feels it is important to give a 360 degree review for employees each quarter. They provide feedback of the results but then they say nothing more until the next quarterly review. In what ways is the company cheating their employees and themselves?
Key Points:
Employees need to feel that the company they work for cares enough to invest time to their success. The company must ensure that each employee is receiving honest and constructive feedback after a performance review of any type.
Facilitative Question:
What is the benefit of not only giving a performance review to employees but to invest the time to helping a employee change and improve?
Thursday, February 4, 2010
Chapter 7 Reflection
Today in class we talked a lot about surrounding your self with good co-workers to build a better organization. Last class we saw the example in the movie Oceans Eleven, the leaders of the group sought after the best criminals that would be best fit to help the knock over some casinos. This is something I learned from Lavell Edwards, past BYU football coach. He was not the most knowledgeable coach at the college level but was a General when it came to leadership and organization. He hired excellent coaches who knew their positions and role within the organization. Because Lavell surrounded himself with great coaches it made him a historical coach at BYU because of the winning history.
Tuesday, February 2, 2010
Chapter 7 Summary
Team Training
Concept:
Team work is an important attribute for a company to have in order to be successful. Team work is measure by an individual’s ability to work with others to achieve a common goal. Organizations will benefit from providing groups with information and training on how to be a team player and leaning to work well with others. One way to accomplish this is by cross training individuals so that they are ready to fill in for a teammate should they be sick or on vacation. This make it so the organization never misses a beat so when a person on the team is missing the others can pick up the slack and know right what to do. Another great skill to train on is leadership. This training better prepares a team leader to resolve conflicts, encourage, and help motivate those on the team.
Emotional Hook:
If a company relies on the employees to manage customers accounts and perform special duties, then it is crucial for cross-training to be implemented. What if a team member is sick of on vacation and has specific daily duties at the office. Those tasks either won’t get done till she gets back or could be done incorrectly.
Key Points:
If organizations want to grow and be more efficient in the way they orchestrate there business it is in their best interest to invest the time and money to get employees properly trained. This can be done by developing teams which will create a unity in the office and build a stronger work force or team.
Facilitative Question:
What if the companies account rep is has to leave town for a family emergency. What could a company do to be better prepared to handle these types of situations as they come up?
Concept:
Team work is an important attribute for a company to have in order to be successful. Team work is measure by an individual’s ability to work with others to achieve a common goal. Organizations will benefit from providing groups with information and training on how to be a team player and leaning to work well with others. One way to accomplish this is by cross training individuals so that they are ready to fill in for a teammate should they be sick or on vacation. This make it so the organization never misses a beat so when a person on the team is missing the others can pick up the slack and know right what to do. Another great skill to train on is leadership. This training better prepares a team leader to resolve conflicts, encourage, and help motivate those on the team.
Emotional Hook:
If a company relies on the employees to manage customers accounts and perform special duties, then it is crucial for cross-training to be implemented. What if a team member is sick of on vacation and has specific daily duties at the office. Those tasks either won’t get done till she gets back or could be done incorrectly.
Key Points:
If organizations want to grow and be more efficient in the way they orchestrate there business it is in their best interest to invest the time and money to get employees properly trained. This can be done by developing teams which will create a unity in the office and build a stronger work force or team.
Facilitative Question:
What if the companies account rep is has to leave town for a family emergency. What could a company do to be better prepared to handle these types of situations as they come up?
Chapter 6 Reflection
Today in class we talked about strategies for addressing a labor shortage or surplus'. In todays economy it really puts a business owner in a bind in almost every industry. Because of the struggles facing employers they are forced to make cuts whether it is by cutting hours, tranfers, demotions, pay reductions, or the lay offs. Some of the possibilties to avoid a short a company could have employees work overtime, bring in temps, or outsource diferent jobs. A HR or business owner will have to weigh the options and see what options will work best for their individual cirmcumstance.
Sunday, January 31, 2010
Chapter 6 Summary
Resumes
Concept:
Organization use resumes to get information about several different job applicants in order to create a starting point for the job search process. This is an inexpensive way of doing it but it can become very biased in favor of the applicant. The reason for this is because the applicant has all the say in the favorable information presented about themselves. No matter how many great things the applicant writes about themselves it becomes very evident to the hiring manager through the way the applicant writes, communicates, and presents them self. Resumes allow an applicant to highlight accomplishments that are most valid when the content is compared to the job description.
Emotional Hook:
As a job seeker applying for a position for a company what would be some important steps to take to ensure that your resume will reflect who you are and why you are the best candidate for the position? On the other hand what are important things to watch for as a hiring manager to ensure the best possible candidates are selected to go forward to the interview process?
Key Points:
As a prospective employee it is important for the candidate to care review their resume for errors and grammar mistakes and to ensure that have been completely honest without downing playing their abilities and proving to the employer that they are the best candidate to move forward in the interviewing process and eventually be the new hire for that position.
Facilitative Question:
What are some of the essentials to creating a winning resume and would you look for in a winning resume?
Concept:
Organization use resumes to get information about several different job applicants in order to create a starting point for the job search process. This is an inexpensive way of doing it but it can become very biased in favor of the applicant. The reason for this is because the applicant has all the say in the favorable information presented about themselves. No matter how many great things the applicant writes about themselves it becomes very evident to the hiring manager through the way the applicant writes, communicates, and presents them self. Resumes allow an applicant to highlight accomplishments that are most valid when the content is compared to the job description.
Emotional Hook:
As a job seeker applying for a position for a company what would be some important steps to take to ensure that your resume will reflect who you are and why you are the best candidate for the position? On the other hand what are important things to watch for as a hiring manager to ensure the best possible candidates are selected to go forward to the interview process?
Key Points:
As a prospective employee it is important for the candidate to care review their resume for errors and grammar mistakes and to ensure that have been completely honest without downing playing their abilities and proving to the employer that they are the best candidate to move forward in the interviewing process and eventually be the new hire for that position.
Facilitative Question:
What are some of the essentials to creating a winning resume and would you look for in a winning resume?
Chapter 5 Reflection
This past week in class we have been learning about different laws that a business is governed by and it is important that the human resource department ensures they are followed. This past weekend I have been working on taxes and noticed that my wife’s work did not take out any federal or state tax during the year 2009. Although they did for the first two pay periods and then they ran into financial troubles. So did they do this to ease their financial status? I hope not and I am curious to know if they paid their payroll tax, FICA, and other taxes that are required. Now this issues is not a big deal for my wife and I but it could imposes charges from the IRS because they will probably want the interest in which that money would have made, had it been paid when it should. So as a HR manager these types of things are important they don’t get over looked. I will post more as I find out more as to what will happen.
Tuesday, January 26, 2010
Chapter 5 Summary
Overtime and Expanded Hours
Concept:
Many companies find themselves in situations where the work is not coming in during a slow part of the year or a company may find during certain months they are swamped and can barely keep up on the work. Where these situations may only be temporary, organizations may find its best to reduce positions to part-time or in the case of a heavy work load to work overtime. The downside to paying overtime though is that the company must pay the employee one and a half times their wage. Often times though this cost is cheaper than hiring and training a new employee, and the expense of having a layoff. For a short time many employees welcome the extra hours and extra money always helps. Overtime therefore is the best option for short-term labor shortage.
Emotional Hook:
Sometimes it’s easy for employees to feel over loaded when there is a labor shortage. I leaves the employees feeling overwork and having to take on extra tasks at work for the same amount of pay leaves unfair feelings and disgruntled employees. How can management make extra wok a positive experience?
Key Points:
Overtime can be a great way for a short period of time for employees to receive extra pay while the company gets through the labor shortage. It always feels nice as an employee to receive extra pay for doing the same job and usually I like my job better when I am getting overtime hours.
Facilitative Question:
What are some other ways for a company to deal with labor shortages and how can this be a opportunity to build unity at the work place?
Concept:
Many companies find themselves in situations where the work is not coming in during a slow part of the year or a company may find during certain months they are swamped and can barely keep up on the work. Where these situations may only be temporary, organizations may find its best to reduce positions to part-time or in the case of a heavy work load to work overtime. The downside to paying overtime though is that the company must pay the employee one and a half times their wage. Often times though this cost is cheaper than hiring and training a new employee, and the expense of having a layoff. For a short time many employees welcome the extra hours and extra money always helps. Overtime therefore is the best option for short-term labor shortage.
Emotional Hook:
Sometimes it’s easy for employees to feel over loaded when there is a labor shortage. I leaves the employees feeling overwork and having to take on extra tasks at work for the same amount of pay leaves unfair feelings and disgruntled employees. How can management make extra wok a positive experience?
Key Points:
Overtime can be a great way for a short period of time for employees to receive extra pay while the company gets through the labor shortage. It always feels nice as an employee to receive extra pay for doing the same job and usually I like my job better when I am getting overtime hours.
Facilitative Question:
What are some other ways for a company to deal with labor shortages and how can this be a opportunity to build unity at the work place?
Chapter 4 Reflection
The topic in my group today all centered around employee empowerment and how and HR manager or a business owner can make their work environment a place that is desired to work at. It really got me thinking about my job and how there are a couple of people who make all the decisions and if you are not in that group you are left out on a lot of what’s going on. There is a great lack of training and especially communication that cause many problems within the office and possibly is leading to lost revenue. Now if this company I am with involved others and showed them that we are trusted it would change the whole attitude at work and would build greater team unity.
Sunday, January 24, 2010
Chapter 4 Summary
Job Enrichment
Concept:
The idea behind job enrichment is to allow your employees more responsibility and showing them you trust them by giving them the opportunity to make decisions related to their job. This trust brings energy and motivation to the team. There are five factors associated with motivating jobs; first, achievement, then recognition, growth, responsibility, and performance.
Emotional Hook:
As an employee sometimes it is easy to feel unimportant or that your just a body there to collect a check. As a business owner or HR manager what type of privileges can be given to empower the employees and help them be part of the team.
Key Points:
Job enrichment would be for an employee to have the authority to resolve a customer’s problem and then have the power to decide either to give the customer a full refund, store credit, or store credit.
Facilitative Question:
How can a business owner change his way of thinking in order to trust his employees with decision making abilities?
Concept:
The idea behind job enrichment is to allow your employees more responsibility and showing them you trust them by giving them the opportunity to make decisions related to their job. This trust brings energy and motivation to the team. There are five factors associated with motivating jobs; first, achievement, then recognition, growth, responsibility, and performance.
Emotional Hook:
As an employee sometimes it is easy to feel unimportant or that your just a body there to collect a check. As a business owner or HR manager what type of privileges can be given to empower the employees and help them be part of the team.
Key Points:
Job enrichment would be for an employee to have the authority to resolve a customer’s problem and then have the power to decide either to give the customer a full refund, store credit, or store credit.
Facilitative Question:
How can a business owner change his way of thinking in order to trust his employees with decision making abilities?
Chapter 3 Reflection
I guess something I found interesting was how many different laws and regulations pertain to protecting employees and also employers. I knew of the basic ones like discrimination but the less obvious ones like “pregnant workers” probably gets violated more often and goes unknown to the employee/victim. An HR manager has to be very careful when dealing with this topic and choose their words very wisely when hiring a woman who is or may become pregnant.
Wednesday, January 20, 2010
Article Summary
Source: HRhero.com
Legal Issues When Hiring Employees:
Concept / brief description:
Because of our nations high unemployment rate, companies have number of issues to consider to avoid legal troubles. When a company has an open position in today's market human resource offices have hundreds if not thousands of resumes pouring in each each day in large corporations and hundreds per week in small businesses.
Employers must be careful that they do not discriminate against those applying for employment based on age, race, sex, origin, religion, and disability. Any indication of bias in the hiring process could lead to serious legal issues.
Emotional Hook:
You company is in need of two new employees and it is your responsibility to hire them. In what ways can you and your HR team prepare for upcoming interviews and ensure that your company is protected against illegal accusations?
Key Points to Discussion:
Discrimination can be perceived in many different ways by different individuals. It is crucial for a human resource team and company management understand the laws and regulations involved in the hiring process.
Facilitative Question:
How can hiring managers better avoid legal problems when dealing with the hiring process?
Legal Issues When Hiring Employees:
Concept / brief description:
Because of our nations high unemployment rate, companies have number of issues to consider to avoid legal troubles. When a company has an open position in today's market human resource offices have hundreds if not thousands of resumes pouring in each each day in large corporations and hundreds per week in small businesses.
Employers must be careful that they do not discriminate against those applying for employment based on age, race, sex, origin, religion, and disability. Any indication of bias in the hiring process could lead to serious legal issues.
Emotional Hook:
You company is in need of two new employees and it is your responsibility to hire them. In what ways can you and your HR team prepare for upcoming interviews and ensure that your company is protected against illegal accusations?
Key Points to Discussion:
Discrimination can be perceived in many different ways by different individuals. It is crucial for a human resource team and company management understand the laws and regulations involved in the hiring process.
Facilitative Question:
How can hiring managers better avoid legal problems when dealing with the hiring process?
Chapter 3 Reflection
OSHA
Occupational Safety and Health Administration (OSHA) was developed in 1970 when there became an apparent need for stricter rules and regulations. The year before OSHA began there was a reported 15,000 work related deaths in the United States. This horrific number was vastly reduced immediately in part because of new safety guidelines and steep monetary penalties. Human Resource Managers are a great resource to learn more about the regulations and to become better informed on safety issues.
Occupational Safety and Health Administration (OSHA) was developed in 1970 when there became an apparent need for stricter rules and regulations. The year before OSHA began there was a reported 15,000 work related deaths in the United States. This horrific number was vastly reduced immediately in part because of new safety guidelines and steep monetary penalties. Human Resource Managers are a great resource to learn more about the regulations and to become better informed on safety issues.
Sunday, January 17, 2010
Chapter 3 Summary
Concept / brief description:
Preventing Sexual Harassment - The EEOC (Equal Employment Opportunity Commission) defines sexual and the behavior that constitutes it as; "unwelcome sexual advances, request for sexual favors, and other verbal or physical contact of a sexual nature"(p.72-73). Through this definition I understood that any type of discrimination, threat or intimidation to gain sexual favors or advancement is morally and ethically wrong and also illegal. In today's society sexual harassment is a growing issue but often times go unreported. Leading types of claims filed are the posting of pictures with sexual content, touching of intimate body parts, sexual jokes, and I seen at my work a growing problem with text messaging material by way of cell phones.
Emotional Hook:
You have been asked as the Human Resource Manager to prepare a presentation for your companies employees on sexual harassment. What are the key points you want the employees to get from your meeting, and what could be said to better educate them to reduce incidents?
Key Points to Discussion:
Sexual harassment is a subject that every individuals behavior is different in respect to upbringing and culture. It is important for management to address this topic and have company policies in place that are in line with local and federal laws. With better awareness of punishments, hopefully the number of cases and law suites will decrease.
Facilitative Question:
How can management be better prepared to handle such situations as the arise?
Preventing Sexual Harassment - The EEOC (Equal Employment Opportunity Commission) defines sexual and the behavior that constitutes it as; "unwelcome sexual advances, request for sexual favors, and other verbal or physical contact of a sexual nature"(p.72-73). Through this definition I understood that any type of discrimination, threat or intimidation to gain sexual favors or advancement is morally and ethically wrong and also illegal. In today's society sexual harassment is a growing issue but often times go unreported. Leading types of claims filed are the posting of pictures with sexual content, touching of intimate body parts, sexual jokes, and I seen at my work a growing problem with text messaging material by way of cell phones.
Emotional Hook:
You have been asked as the Human Resource Manager to prepare a presentation for your companies employees on sexual harassment. What are the key points you want the employees to get from your meeting, and what could be said to better educate them to reduce incidents?
Key Points to Discussion:
Sexual harassment is a subject that every individuals behavior is different in respect to upbringing and culture. It is important for management to address this topic and have company policies in place that are in line with local and federal laws. With better awareness of punishments, hopefully the number of cases and law suites will decrease.
Facilitative Question:
How can management be better prepared to handle such situations as the arise?
Chapter 2 Reflection
I found many of my groups findings interesting, but one really caught my attention. This member of my group was posting on outsourcing products to other countries to cut costs. Not only does this hurt our economy, but takes advantage of and sometimes is subject to abuse of less fortunate countries. The fact that really caught my attention and upset me was that Walmart cost U.S. tax payers $250,000 per storebecause the pay their employees such low wages. The low income is tough for people to get by on so they turn to the government for help, thus tapping into the welfare systems.
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