Description
Explain three to four (3-4) potential effects of the failure of managers to develop a plan before executing major business-related decisions within their organizations. Provide an example of a time when something failed in your place of business due to poor planning. If you don’t have a workplace example you may use a personal one, because planning is crucial in all aspects of life.
User generated content is uploaded by users for the purposes of learning and should be used following Studypool's honor code & terms of service.
Explanation & Answer
Review
Review
Anonymous
Goes above and beyond expectations!
Studypool
4.7
Trustpilot
4.5
Sitejabber
4.4
24/7 Homework Help
Stuck on a homework question? Our verified tutors can answer all questions, from basic math to advanced rocket science!
Most Popular Content
3 pages
Fiscal Policy.edited
The simulation provides several interventions that fiscal policy analysts can use to reduce and stabilize the national deb ...
Fiscal Policy.edited
The simulation provides several interventions that fiscal policy analysts can use to reduce and stabilize the national debt. The interventions include ...
Glendale Community College American Wood Products Greenhouse Windows Report
As Bryan Mumm, operations manager, American Wood Products, you have a problem. Your firm manufactures quality precut and c ...
Glendale Community College American Wood Products Greenhouse Windows Report
As Bryan Mumm, operations manager, American Wood Products, you have a problem. Your firm manufactures quality precut and custom-built doors and frames. You have received a letter from Sue Ewerth (described in Activity 6.13), an interior designer. Her letter explained that the custom mahogany door (“Cape Cod”) she received was cut to the wrong dimensions. She ordered an oversized door measuring 12 feet 2 inches. The door that arrived was 11 feet 10 inches.Ms. Ewerth kept the door because her client, an NBA basketball player, insisted that the front of the house be closed up. Therefore, she had her carpenter resize the door opening. He charged $940.50 for this corrective work. She claims that you should reimburse her for this amount since your company was responsible for the error. You check her May 17 order and find that the order was filled correctly. In a telephone order, Ms. Ewerth requested the Cape Cod double-entry door measuring 11 feet 10 inches, and that is what you sent. Now she says that the doors should have been 12 feet 2 inches.Your policy forbids refunds or returns on custom orders. Yet, you remember that around May 15 you had two new people working the phones taking orders. It is possible that they did not hear or record the measurements correctly. You don’t know whether to grant this claim or refuse it. But you do know that you must look into the training of telephone order takers and be sure that they verify all custom order measurements. It might also be a good idea to confirm all phone orders by e-mail, IM, or text message.Ms. Ewerth is a successful interior designer who has provided American Wood Products with a number of orders. You value her business but aren’t sure how to respond. You would like to remind her that American Wood Products has earned a reputation as a premier manufacturer of wood doors and frames. Your doors feature prime woods, meticulous craftsmanship, and award-winning designs. What’s more, engineering is ingenious. You also have a wide range of classic designs.Your Task:Decide how to treat this claim and then respond to Sue Ewerth at New Century Interiors, 4808 W Victoria Street, Chicago, IL 60646. YOU WILL WRITE A LETTER IN A MICROSOFT WORD DOCUMENT AND SUBMIT IT.In the letter, you might mention that you have a new line of greenhouse windows that are available in three sizes. Include a brochure describing these windows. You may want to refer Ms. Ewerth to your website (www.americanwood-products.com), which features the new line of windows. Be as creative as you'd like and be mindful of ALL rules that pertain to writing a business letter. Good luck!- Professor CardonaPreviousNext
10 pages
Cross Cultural Management.edited
Cross-cultural management describes the organization's behaviors within count6rie and cultures. It seeks to understand how ...
Cross Cultural Management.edited
Cross-cultural management describes the organization's behaviors within count6rie and cultures. It seeks to understand how natural and international ...
5 pages
Mini Case
1. What is an agency relationship? When you first begin operations, assuming you are the only employee, and only your mone ...
Mini Case
1. What is an agency relationship? When you first begin operations, assuming you are the only employee, and only your money is invested in the ...
4 pages
Admin Law And Regulation
The rulemaking process is an integral part of the Administration law and regulation. It is through the rulemaking process ...
Admin Law And Regulation
The rulemaking process is an integral part of the Administration law and regulation. It is through the rulemaking process that laws and regulation are ...
BUS 4044 Capella University Legal Requirements for Employment Case Study
Write a 2–3-page analysis of a legal case that addresses the legalities of employment screening exams used in the select ...
BUS 4044 Capella University Legal Requirements for Employment Case Study
Write a 2–3-page analysis of a legal case that addresses the legalities of employment screening exams used in the selection process. Employers often use employment tests to screen applicants and to assist in selecting the most qualified individual for the job. They can be very effective tools. There are many different types of tests, including cognitive tests, credit checks, criminal background checks, and medical examinations. However, it is important to understand the legalities of these employment tests. Their use can violate anti-discrimination laws if an employer uses them to discriminate based on race, color, sex, national origin, religion, disability, or age (40 or older). The use of these tests can also violate antidiscrimination laws if they disproportionately exclude people in a particular protected group, unless the employer can justify the test or procedure under the law. By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:Competency 1: Examine the effect of the employment process on current work environments.Describe important issues in the case.Discuss the outcome of the case.Competency 2: Analyze trends and changes in the laws on diversity, gender, and harassment.Discuss the evidence of discriminatory effects.Competency 3: Apply the laws and safety issues in the workplace.Discuss court distinctions.Competency 4: Implement the mission, vision, and values to impact organizational culture.Discuss personal opinion on the outcome of the case.Competency 6: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.In Assessments 1 and 2, you reviewed the overall aspects of employment law and trends in the workplace. This assessment introduces you to some of the issues that relate to the selection process and to the monitoring of behavior to sustain good decisions and prevent wrongdoing—a key concept in this course on legal issues. You will begin by looking at the details of the law. You will discern which practices are effective and which only cause extra work when working within the intent of the law.Employment PoliciesEmployment policies are the first topic. Many of the earliest contracts were based on a handshake and the trust between two people. However, not everyone was trustworthy. Therefore, it was natural that a system of checks and balances emerged to bolster the contractual arrangement as well as mediate conflict and punish wrongdoing. It is no different in today's environment. Setting up appropriate criteria and using those criteria to make the best decisions is an ongoing challenge.DiversityDiversity in the workplace refers to the variety of differences between people within an organization. Diversity encompasses many factors, including race, age, ethnicity, religion, and education. The topic of diversity has had a significant influence on policy and law creation and development, and an organization's success today largely depends on its ability to embrace and manage diversity effectively.In this assessment, you will examine the impact diversity has had in the workplace by discussing the laws that address discrimination. You are also encouraged to consider affirmative action and Executive Order 11236 as you review this assessment's Questions to Consider.Toggle DrawerQuestions to ConsiderTo deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of the business community.In your opinion, what are some of the most important things that employers can do to protect themselves from negligence in human resources activities like hiring, retaining, supervising, and training? Include rationale to support your opinions.What elements do you think need to be in a diversity training course?How would you sell your course to one of the companies you have seen in any of the worst-case settlements?Affirmative action and Executive Order 11236 were intended expressly to support the law. Originally they were aimed specifically at government contractors, but now many employers voluntarily choose whether or not they want to adopt a voluntary affirmative action plan. In your opinion, is this something all employers should do? What is your rationale?Toggle DrawerResourcesSuggested ResourcesThe following optional resources are provided to support you in completing the assessment or to provide a helpful context. For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation menu of your courseroom.Library ResourcesThe following e-books or articles from the Capella University Library are linked directly in this course:Gutman, A. (2004). Employment discrimination. In M. Stahl (Ed.), Encyclopedia of health care management (pp. 172–174). Thousand Oaks, CA: SAGE Publications, Inc.Nelson, T., & Kleiner, B. H. (2001). An overview of U.S. Supreme Court decisions in employment discrimination cases. Managerial Law, 43(1), 5–11.Vertreace, W. (2010). History of employment discrimination in America. Black Collegian, 40(2), 57–58, 60.Branch, S., Ramsay, S., & Barker, M. (2013). Workplace bullying, mobbing and general harassment: A review. International Journal of Management Reviews, 15(3), 280–299.Cohen, R. (2014). Bullying cripples some workplaces. Employee Benefit News, 28(4), 18.Segal, J. A. (2014). Stamping out harassment. HRMagazine, 59(6), 111–112, 114–115.Slobodien, A., & Peters, E. (2012). Beyond harassment prohibitions. HRMagazine, 57(11), 75–78.SHOW LESSCourse Library GuideA Capella University library guide has been created specifically for your use in this course. You are encouraged to refer to the resources in the BUS-FP4044 – Legal Issues in Human Resource Management Library Guide to help direct your research.Integrated MaterialsWalsh, D. J. (2019). Employment law for human resource practice (6th ed.). Boston, MA: Cengage. Available in the courseroom via the VitalSource Bookshelf link.Chapter 4, "Recruitment."Chapter 5, "Background Checks, References, and Verifying Employment Eligibility."Chapter 6, "Employment Tests."Chapter 7, “Hiring and Promotion Decisions-Affirmative Action," pages 243–249.Chapter 10, "Work-Life Conflicts and Other Diversity Issues."Assessment InstructionsTo prepare for this assessment, use the Capella library and the Internet to research a legal case that addresses the legalities of employment screening exams used in the selection process.Then, complete a 2–3-page analysis in which you include the following:Provide a description of the case.Summarize the important issues in this case.Include a detailed discussion of the outcome.Address the evidence of discriminatory effects, and discuss the distinction the court is drawing between job-relatedness and business necessity.Finally, offer your opinion regarding the reasons you are for or against the outcome of your case, along with your supporting rationale.
Similar Content
Influences on Business Thematic Project, business and finance homework help
>>>>> Please Use Your Normal Style! <<<<<Community Outreach and Service LearningCommunity ou...
MGT 421 SEU Communication Management Worksheet
المملكة العربية السعودية
وزارة التعليم
الجامعة السعودية ا...
Discussion 400 words
Within juvenile justice, the prosecutors have broad discretionary powers pertaining to which cases are brought before a co...
Advantages of recycling
Essay topic: Advantages of recycling.It should be 275-300 words and APA style (not less than 2 references)....
2-3 Page Paper - Assignment 2: Motivation and Performance Management
Assignment 2: Motivation and Performance Management For this assignment, use the same company you researched in Assignmen...
St Edwards University Email Marketing Campaign Discussion
What are the most important elements in creating an effective email marketing campaign and why do you say so? Illustrate ...
Sony 1
Sony is a Japanese corporation headquartered in Minato, Tokyo (Sony et al., 2019). Sony is one of the world's largest elec...
Analysis Of Crisis Care
1. What are the more salient connections to course material? There are several aspects of disaster management that are fo...
Value Investing
One of the oldest paradigms in stock and shares investments is value investing. Notable billionaires such as Warren Buffet...
Related Tags
Book Guides
Crime and Punishment
by Fyodor Dostoyevsky
The Trial
by Franz Kafka
Uncle Tom's Cabin
by Harriet Beecher Stowe
Death Of A Salesmen
by Arthur Miller
The Knife of Never Letting Go
by Patrick Ness
Cant Hurt Me - Master Your Mind and Defy the Odds
by David Goggins
Cat on a Hot Tin Roof
by Tennessee Williams
Wuthering Heights
by Emily Brontë
Frankenstein
by Mary Shelley
Get 24/7
Homework help
Our tutors provide high quality explanations & answers.
Post question
Most Popular Content
3 pages
Fiscal Policy.edited
The simulation provides several interventions that fiscal policy analysts can use to reduce and stabilize the national deb ...
Fiscal Policy.edited
The simulation provides several interventions that fiscal policy analysts can use to reduce and stabilize the national debt. The interventions include ...
Glendale Community College American Wood Products Greenhouse Windows Report
As Bryan Mumm, operations manager, American Wood Products, you have a problem. Your firm manufactures quality precut and c ...
Glendale Community College American Wood Products Greenhouse Windows Report
As Bryan Mumm, operations manager, American Wood Products, you have a problem. Your firm manufactures quality precut and custom-built doors and frames. You have received a letter from Sue Ewerth (described in Activity 6.13), an interior designer. Her letter explained that the custom mahogany door (“Cape Cod”) she received was cut to the wrong dimensions. She ordered an oversized door measuring 12 feet 2 inches. The door that arrived was 11 feet 10 inches.Ms. Ewerth kept the door because her client, an NBA basketball player, insisted that the front of the house be closed up. Therefore, she had her carpenter resize the door opening. He charged $940.50 for this corrective work. She claims that you should reimburse her for this amount since your company was responsible for the error. You check her May 17 order and find that the order was filled correctly. In a telephone order, Ms. Ewerth requested the Cape Cod double-entry door measuring 11 feet 10 inches, and that is what you sent. Now she says that the doors should have been 12 feet 2 inches.Your policy forbids refunds or returns on custom orders. Yet, you remember that around May 15 you had two new people working the phones taking orders. It is possible that they did not hear or record the measurements correctly. You don’t know whether to grant this claim or refuse it. But you do know that you must look into the training of telephone order takers and be sure that they verify all custom order measurements. It might also be a good idea to confirm all phone orders by e-mail, IM, or text message.Ms. Ewerth is a successful interior designer who has provided American Wood Products with a number of orders. You value her business but aren’t sure how to respond. You would like to remind her that American Wood Products has earned a reputation as a premier manufacturer of wood doors and frames. Your doors feature prime woods, meticulous craftsmanship, and award-winning designs. What’s more, engineering is ingenious. You also have a wide range of classic designs.Your Task:Decide how to treat this claim and then respond to Sue Ewerth at New Century Interiors, 4808 W Victoria Street, Chicago, IL 60646. YOU WILL WRITE A LETTER IN A MICROSOFT WORD DOCUMENT AND SUBMIT IT.In the letter, you might mention that you have a new line of greenhouse windows that are available in three sizes. Include a brochure describing these windows. You may want to refer Ms. Ewerth to your website (www.americanwood-products.com), which features the new line of windows. Be as creative as you'd like and be mindful of ALL rules that pertain to writing a business letter. Good luck!- Professor CardonaPreviousNext
10 pages
Cross Cultural Management.edited
Cross-cultural management describes the organization's behaviors within count6rie and cultures. It seeks to understand how ...
Cross Cultural Management.edited
Cross-cultural management describes the organization's behaviors within count6rie and cultures. It seeks to understand how natural and international ...
5 pages
Mini Case
1. What is an agency relationship? When you first begin operations, assuming you are the only employee, and only your mone ...
Mini Case
1. What is an agency relationship? When you first begin operations, assuming you are the only employee, and only your money is invested in the ...
4 pages
Admin Law And Regulation
The rulemaking process is an integral part of the Administration law and regulation. It is through the rulemaking process ...
Admin Law And Regulation
The rulemaking process is an integral part of the Administration law and regulation. It is through the rulemaking process that laws and regulation are ...
BUS 4044 Capella University Legal Requirements for Employment Case Study
Write a 2–3-page analysis of a legal case that addresses the legalities of employment screening exams used in the select ...
BUS 4044 Capella University Legal Requirements for Employment Case Study
Write a 2–3-page analysis of a legal case that addresses the legalities of employment screening exams used in the selection process. Employers often use employment tests to screen applicants and to assist in selecting the most qualified individual for the job. They can be very effective tools. There are many different types of tests, including cognitive tests, credit checks, criminal background checks, and medical examinations. However, it is important to understand the legalities of these employment tests. Their use can violate anti-discrimination laws if an employer uses them to discriminate based on race, color, sex, national origin, religion, disability, or age (40 or older). The use of these tests can also violate antidiscrimination laws if they disproportionately exclude people in a particular protected group, unless the employer can justify the test or procedure under the law. By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:Competency 1: Examine the effect of the employment process on current work environments.Describe important issues in the case.Discuss the outcome of the case.Competency 2: Analyze trends and changes in the laws on diversity, gender, and harassment.Discuss the evidence of discriminatory effects.Competency 3: Apply the laws and safety issues in the workplace.Discuss court distinctions.Competency 4: Implement the mission, vision, and values to impact organizational culture.Discuss personal opinion on the outcome of the case.Competency 6: Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.In Assessments 1 and 2, you reviewed the overall aspects of employment law and trends in the workplace. This assessment introduces you to some of the issues that relate to the selection process and to the monitoring of behavior to sustain good decisions and prevent wrongdoing—a key concept in this course on legal issues. You will begin by looking at the details of the law. You will discern which practices are effective and which only cause extra work when working within the intent of the law.Employment PoliciesEmployment policies are the first topic. Many of the earliest contracts were based on a handshake and the trust between two people. However, not everyone was trustworthy. Therefore, it was natural that a system of checks and balances emerged to bolster the contractual arrangement as well as mediate conflict and punish wrongdoing. It is no different in today's environment. Setting up appropriate criteria and using those criteria to make the best decisions is an ongoing challenge.DiversityDiversity in the workplace refers to the variety of differences between people within an organization. Diversity encompasses many factors, including race, age, ethnicity, religion, and education. The topic of diversity has had a significant influence on policy and law creation and development, and an organization's success today largely depends on its ability to embrace and manage diversity effectively.In this assessment, you will examine the impact diversity has had in the workplace by discussing the laws that address discrimination. You are also encouraged to consider affirmative action and Executive Order 11236 as you review this assessment's Questions to Consider.Toggle DrawerQuestions to ConsiderTo deepen your understanding, you are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of the business community.In your opinion, what are some of the most important things that employers can do to protect themselves from negligence in human resources activities like hiring, retaining, supervising, and training? Include rationale to support your opinions.What elements do you think need to be in a diversity training course?How would you sell your course to one of the companies you have seen in any of the worst-case settlements?Affirmative action and Executive Order 11236 were intended expressly to support the law. Originally they were aimed specifically at government contractors, but now many employers voluntarily choose whether or not they want to adopt a voluntary affirmative action plan. In your opinion, is this something all employers should do? What is your rationale?Toggle DrawerResourcesSuggested ResourcesThe following optional resources are provided to support you in completing the assessment or to provide a helpful context. For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation menu of your courseroom.Library ResourcesThe following e-books or articles from the Capella University Library are linked directly in this course:Gutman, A. (2004). Employment discrimination. In M. Stahl (Ed.), Encyclopedia of health care management (pp. 172–174). Thousand Oaks, CA: SAGE Publications, Inc.Nelson, T., & Kleiner, B. H. (2001). An overview of U.S. Supreme Court decisions in employment discrimination cases. Managerial Law, 43(1), 5–11.Vertreace, W. (2010). History of employment discrimination in America. Black Collegian, 40(2), 57–58, 60.Branch, S., Ramsay, S., & Barker, M. (2013). Workplace bullying, mobbing and general harassment: A review. International Journal of Management Reviews, 15(3), 280–299.Cohen, R. (2014). Bullying cripples some workplaces. Employee Benefit News, 28(4), 18.Segal, J. A. (2014). Stamping out harassment. HRMagazine, 59(6), 111–112, 114–115.Slobodien, A., & Peters, E. (2012). Beyond harassment prohibitions. HRMagazine, 57(11), 75–78.SHOW LESSCourse Library GuideA Capella University library guide has been created specifically for your use in this course. You are encouraged to refer to the resources in the BUS-FP4044 – Legal Issues in Human Resource Management Library Guide to help direct your research.Integrated MaterialsWalsh, D. J. (2019). Employment law for human resource practice (6th ed.). Boston, MA: Cengage. Available in the courseroom via the VitalSource Bookshelf link.Chapter 4, "Recruitment."Chapter 5, "Background Checks, References, and Verifying Employment Eligibility."Chapter 6, "Employment Tests."Chapter 7, “Hiring and Promotion Decisions-Affirmative Action," pages 243–249.Chapter 10, "Work-Life Conflicts and Other Diversity Issues."Assessment InstructionsTo prepare for this assessment, use the Capella library and the Internet to research a legal case that addresses the legalities of employment screening exams used in the selection process.Then, complete a 2–3-page analysis in which you include the following:Provide a description of the case.Summarize the important issues in this case.Include a detailed discussion of the outcome.Address the evidence of discriminatory effects, and discuss the distinction the court is drawing between job-relatedness and business necessity.Finally, offer your opinion regarding the reasons you are for or against the outcome of your case, along with your supporting rationale.
Earn money selling
your Study Documents