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Key questions to ask when designing an effective organizational structure include:
- How many individuals can a manager direct efficiently and effectively?
- Where should decision-making authority lie - entirely with the manager or more as collaboration between manager and staff?
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1:Managerial positions depend on how many people are involved in the firm and how many can be used to give directive channels.
2:The decision making lies between the individual employees and the manager so as to make the business grow rapidly and fairly with no discrimination. successful business
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Prior to beginning work on this discussion,
Read Chapter 1 in Applied Psychology in Talent Management.
Read the articles The Impact of Psychology on Talent Management (Links to an external site.) and Talent Management: The End of the Era or the Dawn of the New Age?
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Prior to beginning work on this discussion,
Read Chapter 2 in Applied Psychology in Talent Management.
Read Chapter 3 in Hiring: A Practical Guide for Selecting the Right People.
Read the article Discrimination: How and Why Can It Be Legal? (Links to an external site.)
Watch the Week 1 Discussion video above with Dr. Paula Zobisch, Program Chair of Entrepreneurship.
View the video Rethinking Talent Management—Interview With Professor Jay Conger (Links to an external site.).
“Discrimination” is a word commonly used without a definite and universal meaning. Within the employment context, however, discrimination is defined as “giving one group an unfair advantage over other members of other groups” (Cascio & Aguinis, 2019, p 18).
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Most Popular Content
12 pages
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Prior to beginning work on this discussion,
Read Chapter 1 in Applied Psychology in Talent Management.
Read the articles The Impact of Psychology on Talent Management (Links to an external site.) and Talent Management: The End of the Era or the Dawn of the New Age?
Search the Internet for three examples where applied psychology is used. Reviewing current events is a good place to begin. How does this method of management contribute to organizational goals?
Your initial response should be a minimum of 200 words. Graduate school students learn to assess the perspectives of several scholars. Support your response with at least one scholarly resource in addition to the text.
Unfair Employment Discrimination [WLO: 3] [CLOs: 1, 2]Twitter
Watch this video with Dr. Paula Zobisch, Program Chair of Entrepreneurship.Transcript
Prior to beginning work on this discussion,
Read Chapter 2 in Applied Psychology in Talent Management.
Read Chapter 3 in Hiring: A Practical Guide for Selecting the Right People.
Read the article Discrimination: How and Why Can It Be Legal? (Links to an external site.)
Watch the Week 1 Discussion video above with Dr. Paula Zobisch, Program Chair of Entrepreneurship.
View the video Rethinking Talent Management—Interview With Professor Jay Conger (Links to an external site.).
“Discrimination” is a word commonly used without a definite and universal meaning. Within the employment context, however, discrimination is defined as “giving one group an unfair advantage over other members of other groups” (Cascio & Aguinis, 2019, p 18).
Even though a job position may have more applicants than is needed for the job and exclusion is implied, organizations must take care to know and avoid violating federal and state employment laws.
Imagine you are the HR director at ACME Financial Services. The CEO has advised you to only hire Asian males that appear to be between 35 and 50 years of age since many of ACME’s clientele seem to believe this population has great insight into financial matters. As the HR director, you know federal and state laws prohibit such practice.
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