Description
After watching the video "Valuing Diversity",, answer the questions on the worksheet provided separately under the Journal Entries tab. Your answers must be written in essay form. Your essay must be a minimum of 1.5 pages (typed and double spaced) to receive full points.
the link of the video:
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Questions for JE#1
After watching the Valuing Diversity video, answer at least two of the questions below in essay form.
Your essay must be a minimum of 1.5 pages (typed and double spaced) long.
1. Respond to the scene with Ron (the Texan businessman) and Mr. Fujimoto (the Japanese
businessman). Ron is eager to make a good impression on his new business partner and wants
to create a good friendly relationship. He has all the best intentions for a positive intercultural
interaction, but despite his good intentions, he fails. Why? What do you think Ron could have
done before his meeting to avoid making the mistakes that he did?
2. Think back to the classroom scene with the two students who were having difficulty
communicating with the Asian teacher. Have you ever been in a similar situation in the
classroom, workplace, or otherwise? Tell me about it. What did you do? What do you think
that you might have done to make the communication easier and more effective?
3.
Recall the scene between the female student and the Asian teacher. Can you recall a time
when the use of slang or jargon caused confusion when communicating with someone from a
different background and/or perspective? What happened? What did you do about it?
You can expand on your examination of the use of slang and jargon in an intercultural setting in
Bonus Journal Entry #1 on Blackboard for an additional 10 points!
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HR 310 Park Understanding leadership and Business solutions in Robotics Team Case Study
IntroductionA case study analysis requires that you investigate a business problem, examine the possible and/or alternativ ...
HR 310 Park Understanding leadership and Business solutions in Robotics Team Case Study
IntroductionA case study analysis requires that you investigate a business problem, examine the possible and/or alternative solutions, and propose the most effective solution using supporting evidence.Read and examine the case carefully.Focus on the issues/problems.Brainstorm possible solutions or changes that need to be made.Select the best solution with reasoning.Unit Learning OutcomesAnalyze theories of motivation (CLO 2).Differentiate leadership styles (CLO 2).Assess your leadership style in various contexts (CLO 1).Case Summary - 3.2 Leading the Robotics TeamAnders Dahlgren is the mentor for a high school robotics team consisting of 15 students, ranging from freshman to seniors, with 14 of the 15 students being male, and 1 student being female. Anders is responsible for assigning a mentor to the team, and overseeing the students who are divided into two groups, mechanical, the group that designs and builds the robot, and programming, the group that designs the code that tells the robot how to complete its tasks. Anders is considering three different members of the team to be the captain.The first student, Pria, is a junior, the only female on the team, and is a programmer. She is described as very serious and talented, but also organized and rigid. She sticks to a developed schedule and deadlines and is willing to offer solutions for the other programming group members when there is a problem or obstacle. A barrier she faces is that some of the group members from both the mechanical and programming team consider her to be bossy and have stressed them out with deadlines and rigidity.The next student, Justin, is a member of the mechanical group. He is sociable and likeable, and is more hands-on in his approach, and is willing to attempt to try to find a solution by doing other than scheduling or planning. Anders notes that Justin is creative as a leader, but that if parameters and goals aren’t established, the entire session can become chaotic very quickly.The final student, Jerome, has been a member of the programming team for four years, now a senior, and is quiet, respectable, and polite. He is known for being someone that listens to the input of others and considers their ideas even if he does not agree with them, as it allows for all members to be a part of the learning process. The criticism of Jerome is that his leadership style “often slows down progress” and it has, at times, caused them to scrap their project and start over. When asked by Anders why he isn’t more assertive, Jerome defends the process of learning, and not following orders from someone else.DirectionsRead the full case study in the textbook: Case 3.2 - Leading the Robotics Team.Answer the case study discussion questions.Submit your work for review. Case Study QuestionsHow would you describe the individual leadership styles of Pria, Justin, and Jerome?Based on the assumptions of Theory X and Theory Y, how would you describe Pria, Justin, and Jerome’s philosophy of leadership?Do you think a democratic leader would be as effective as an authoritarian leader in this competitive situation? Why or why not?Case Study RequirementsFull points will be earned if the case study(s):responds to every aspect of the assignmentcontains fully developed answersdisplays a familiarity with the related materials and topics being referencedExhibit the ability to apply the related concepts to the case study.Each question warrants a response that is well developed and is well-formatted.At least one page in length, typed, and double spaced.All cited material must include both internal citations and a complete reference list at the end of the paper.Due DateSubmit by 11:59 p.m., Sunday, CT. 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BA 506 Upper Iowa University Human Resource Management Discussion
DQ1
Discussion Question--Choose one perspective in which to respond.
Non-HR Perspective: As the manager for your departmen ...
BA 506 Upper Iowa University Human Resource Management Discussion
DQ1
Discussion Question--Choose one perspective in which to respond.
Non-HR Perspective: As the manager for your department, you have several vacancies you need to fill. What steps would you take to fill these positions? At what point do you consider involving your organization’s HR department? What do you believe should be HR’s responsibility in the process and why?
HR Perspective: A manager comes to you needing assistance to fill several vacancies in their department, what steps would you take and why. Would your approach differ depending upon the positions, e.g. clerical, assembly work, supervisor, etc. How involved should you be in making a selection? Please describe.
In developing your response, you want to consider some of the following elements: recruiting sources, selection methods, background checks, and other course concepts address up to this point. You can also expand on the scenario, creating specific challenges (e.g. hiring challenges faced as a result of the pandemic), positions, needs, etc.
DQ2
In 1947, long before garbage pickup was available in this rural area, a farmer began burying his non-burnable garbage in a low spot on his land. Over the years, containers with the remnants of oven cleaner, insecticide, paint thinner, nail polish remover, anti-freeze, and other hazardous wastes were thrown in the pile. In 1965, the farmer placed soil over the heap, which at this point was quite smelly, planted grass and forgot about it. About 20 years after that, the land was sold to a very wealthy homeowner who knew nothing of the garbage pit, and who constructed a multimillion-dollar home on the now-estate. As years passed, rain deteriorated the buried containers and the chemicals gradually seeped into the ground. Eventually they made their way to the water table. In 2009, local landowners learned their land wells were contaminated and were able to trace the source to the farm-now-estate. Should the neighbors be allowed to sue? Sue whom? The original farmer has long been dead and the current owner was unaware of the dump site. Should he be required to pay just because he's financially able to afford it? If not the current landowner, can they use a federal remedy? Is this a federal problem, or should the state have to address this?
R1
Recruitment and retention is vital in organizational success (Stewart & Brown, 2014) and collaboration between department managers and HR determine the quality of new employees joining the organization. Managers should coordinate with their HR department as soon as they know a position is going to be vacant, which allows the HR department to start developing a job description early on, and allows the manager to direct staff in filling the vacancy until someone new is hired. Managers who are proactive in their positions will save the organization time and money, and prevent wasting resources at the last minute to recover from employee turnover. Managers who coordinate with the HR department can develop different recruitment strategies and look for new graduates, personnel leaving the military, or even recruiting out of High School based on organizational needs (Stewart & Brown, 2014).
Managers who can forecast department needs and involve the HR department early on will help determine current employee needs, and future needs of the organization (Stewart & Brown, 2014). Mangers that continuously utilize this skill will be able to assess their departments more effectively and quickly fill vacancies as needed. They may be able to out-source from a different department or combine elements of two jobs into one to fulfill the needs of the organization. The HR department should be included throughout the entire process when a need to fill a vacancy presents itself because developing job descriptions is a HRM function.
The human domain is the only domain that crosses all domains in an organization and collaborative partnerships between departments becomes important during the hiring process. Managers and HR departments drive the climate, and culture of most organizations. HR departments are responsible for sustaining a positive work climate by finding the right individuals to fill vacant positions, and mangers are responsible for employee development. Each department should accept some responsibility in the recruitment and retention process, and work together to improve organizational productivity as well as job satisfaction.
-Madden
Stewart, & Brown, K.G. (2014). Human Resource Management, 3rd Edition. Wiley.
R2
It may seem easy to identify the hiring need when you’re replacing an employee who just left, but the task gets more difficult if you’re creating a new position or changing the responsibilities of a role (Perucci, 2020). Vacancies within an organization can place a burden on those sections that are short. They will cause employees to take on additional work and mistakes can happen more often. As a manager, I would see what my options were with internal and external recruiting. If the organization can hire within, then they are already acclimated to the culture of the organization. I could ask my friends and family if they had anybody in mind that could fill any of the vacancies. I would review the job description to ensure it is current and add the additional tasks that are not covered. Each position will require a specific knowledge base.
HR and managers should work as a time to streamline the process a minimize the time of the vacancy. I would reach out to HR when an employee submitted a termination notice or positions are open. HR can use the electronic resume sites they have access to, so they can post and pull from. These sites and programs help broadcast availability to a greater audience. Applicant tracking systems collect, manage, and sort data from potential applicants. Once applicants have been selected, HR can begin the screening process. Also, I could review the resumes to ensure their credentials have some similarity of the skills needed to fill the positions. Not all HR personnel know every position and specific terminology associated with an organization’s positions. The interview process, phone or in person, can be done by the manager to ensure the appropriate characteristics are present. HR can draft the offer letter and onboarding.
Perucci, D. (2020, July 22). The Quick Guide to an effective recruitment process - bamboohr blog. BambooHR. Retrieved February 21, 2022, from https://www.bamboohr.com/blog/guide-effective-recr...
R3
This case is a federal problem because it deals with serious environmental issues, but the state would also get involved to address proper waste management and the state will likely have their own environmental protection laws. The neighbors will be able to recover damages from the farm-now-estate, and the current owner of the estate will likely be responsible to compensate such damages due to negligence. The fact that he is wealthy and cannot afford it is not the deciding factor on who is responsible, but rather it would have been the responsibility of the new owner to investigate the property before buying it. CERCLA (Comprehensive Environmental Response, Compensation, and Liability Act of 1980) places strict liability on individuals who have previously owned and currently own polluted land. The original legislative purpose of CERCLA was to empower the government to apportion liability among parties responsible for the thousands of abandoned landfills that threatened public health and safety (Hockstad, 2019). If the owner of the estate had in fact performed the necessary inquiries of the land before purchasing it, and had not learned of the hazardous material, he may have a solid defense to protect him from his liability. There are federal funds set aside as part of CERCLA for environmental protection to be used towards cleanup of sites where there is no party found liable. The U.S. Environmental Protection Agency will also compensate victims who are denied their right to a safe environment, and clean water is definitely necessary for survival.Hockstad, T. (2019). Conditional innocence and the myth of consent: The subtle coercion of CERCLA’s contiguous property owner protection. Missouri Law Review, 84(1), 93–120.
R3This case is a federal problem because it deals with serious environmental issues, but the state would also get involved to address proper waste management and the state will likely have their own environmental protection laws. The neighbors will be able to recover damages from the farm-now-estate, and the current owner of the estate will likely be responsible to compensate such damages due to negligence. The fact that he is wealthy and cannot afford it is not the deciding factor on who is responsible, but rather it would have been the responsibility of the new owner to investigate the property before buying it. CERCLA (Comprehensive Environmental Response, Compensation, and Liability Act of 1980) places strict liability on individuals who have previously owned and currently own polluted land. The original legislative purpose of CERCLA was to empower the government to apportion liability among parties responsible for the thousands of abandoned landfills that threatened public health and safety (Hockstad, 2019). If the owner of the estate had in fact performed the necessary inquiries of the land before purchasing it, and had not learned of the hazardous material, he may have a solid defense to protect him from his liability. There are federal funds set aside as part of CERCLA for environmental protection to be used towards cleanup of sites where there is no party found liable. The U.S. Environmental Protection Agency will also compensate victims who are denied their right to a safe environment, and clean water is definitely necessary for survival.Hockstad, T. (2019). Conditional innocence and the myth of consent: The subtle coercion of CERCLA’s contiguous property owner protection. Missouri Law Review, 84(1), 93–120.
audit report
The following auditor's report was drafted by a staff accountant of Paul and Paul, CPAs, at the completion of the audit of ...
audit report
The following auditor's report was drafted by a staff accountant of Paul and Paul, CPAs, at the completion of the audit of the comparative financial statements of ABC Partnership for the years ended December 31, 2017 and 2016. ABC is a privately held company that prepares its financial statements on the income tax basis of accounting. The report was submitted to the engagement partner, who reviewed matters thoroughly and properly concluded that an unmodified opinion should be expressed. The draft of the report prepared by an inexperienced staff auditor is as follows:Auditor's ReportWe have audited the accompanying financial statements of ABC Partnership, which comprise the statements of assets, liabilities, and capital–income tax basis as of December 31, 2017, and the related statements of revenue and expenses–income tax basis and of changes in partners' capital accounts–income tax basis for the year then ended, and the related notes to the financial statements.Auditor's ResponsibilityWe conducted our audit in accordance with standards established by the AICPA. Those standards require that we plan and perform the audit to obtain reasonable assurance about whether the financial statements are free from material misstatement.An audit involves performing procedures to obtain audit evidence about the amounts and disclosures in the financial statements. The procedures selected depend on the auditor's judgment, including the assessment of the risks of material misstatement of the financial statements, whether due to fraud or error. An audit also includes evaluating the appropriateness of accounting policies used as well as evaluating the overall presentation of the financial statements.We believe that the audit evidence we have obtained is sufficient and appropriate to provide a basis for our audit opinion.OpinionIn our opinion, the financial statements referred to above present fairly, in all material respects, the assets, liabilities, and capital of ABC Partnership as of December 31, 2017, and its revenue and expenses and changes in partners' capital accounts for the year then ended in conformity with generally accepted accounting principles applied on a consistent basis.Basis of AccountingWe draw attention to Note 2 of the financial statements, which describes the basis of accounting. The financial statements are prepared on the basis of accounting the Partnership uses for income tax purposes. Accordingly, these financial statements are not designed for those who do not have access to the Partnership's tax returns. Our opinion is not modified with respect to this matter.Paul and Paul, CPAsApril 3, 2018Required:Identify the errors and omissions in the auditor's report as drafted by the staff auditor. Group the errors and omissions by paragraph, where applicable. Do not redraft the report.
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HR 310 Park Understanding leadership and Business solutions in Robotics Team Case Study
IntroductionA case study analysis requires that you investigate a business problem, examine the possible and/or alternativ ...
HR 310 Park Understanding leadership and Business solutions in Robotics Team Case Study
IntroductionA case study analysis requires that you investigate a business problem, examine the possible and/or alternative solutions, and propose the most effective solution using supporting evidence.Read and examine the case carefully.Focus on the issues/problems.Brainstorm possible solutions or changes that need to be made.Select the best solution with reasoning.Unit Learning OutcomesAnalyze theories of motivation (CLO 2).Differentiate leadership styles (CLO 2).Assess your leadership style in various contexts (CLO 1).Case Summary - 3.2 Leading the Robotics TeamAnders Dahlgren is the mentor for a high school robotics team consisting of 15 students, ranging from freshman to seniors, with 14 of the 15 students being male, and 1 student being female. Anders is responsible for assigning a mentor to the team, and overseeing the students who are divided into two groups, mechanical, the group that designs and builds the robot, and programming, the group that designs the code that tells the robot how to complete its tasks. Anders is considering three different members of the team to be the captain.The first student, Pria, is a junior, the only female on the team, and is a programmer. She is described as very serious and talented, but also organized and rigid. She sticks to a developed schedule and deadlines and is willing to offer solutions for the other programming group members when there is a problem or obstacle. A barrier she faces is that some of the group members from both the mechanical and programming team consider her to be bossy and have stressed them out with deadlines and rigidity.The next student, Justin, is a member of the mechanical group. He is sociable and likeable, and is more hands-on in his approach, and is willing to attempt to try to find a solution by doing other than scheduling or planning. Anders notes that Justin is creative as a leader, but that if parameters and goals aren’t established, the entire session can become chaotic very quickly.The final student, Jerome, has been a member of the programming team for four years, now a senior, and is quiet, respectable, and polite. He is known for being someone that listens to the input of others and considers their ideas even if he does not agree with them, as it allows for all members to be a part of the learning process. The criticism of Jerome is that his leadership style “often slows down progress” and it has, at times, caused them to scrap their project and start over. When asked by Anders why he isn’t more assertive, Jerome defends the process of learning, and not following orders from someone else.DirectionsRead the full case study in the textbook: Case 3.2 - Leading the Robotics Team.Answer the case study discussion questions.Submit your work for review. Case Study QuestionsHow would you describe the individual leadership styles of Pria, Justin, and Jerome?Based on the assumptions of Theory X and Theory Y, how would you describe Pria, Justin, and Jerome’s philosophy of leadership?Do you think a democratic leader would be as effective as an authoritarian leader in this competitive situation? Why or why not?Case Study RequirementsFull points will be earned if the case study(s):responds to every aspect of the assignmentcontains fully developed answersdisplays a familiarity with the related materials and topics being referencedExhibit the ability to apply the related concepts to the case study.Each question warrants a response that is well developed and is well-formatted.At least one page in length, typed, and double spaced.All cited material must include both internal citations and a complete reference list at the end of the paper.Due DateSubmit by 11:59 p.m., Sunday, CT. RubricCase Study RubricCase Study RubricCriteriaRatingsPtsThis criterion is linked to a Learning OutcomeIdentification of Main Issues or Problems10.0 ptsExcellentIdentifies and understands the main issues in the case study.9.0 ptsProficientIdentifies and understands most of the main issues in the case study.7.0 ptsSufficientIdentifies and understands some of the main issues in the case study.5.0 ptsDevelopingIdentifies and understands few of the main issues in the case study.3.0 ptsUnsatisfactoryDoes not clearly identify main issues in the case study.10.0 ptsThis criterion is linked to a Learning OutcomeResearch and Review10.0 ptsExcellentExcellent research with clearly documented associations and links between problems or questions and key course concepts.9.0 ptsProficientSatisfactory research with documented associations and links between problems or questions and key course concepts.7.0 ptsSufficientLimited research with documented associations between problems or questions and key course concepts.5.0 ptsDevelopingIncomplete research with documented associations between problems or questions and key course concepts.3.0 ptsUnsatisfactoryLittle or no research with documented associations between problems or questions and key course concepts.10.0 ptsThis criterion is linked to a Learning OutcomeAnalysis Solution Options10.0 ptsExcellentInsightful and thorough analysis of all the key issues. Alternative solutions/options cover all the key issues with descriptive well-reasoned and logical discussion.9.0 ptsProficientInsightful and thorough analysis of most all the key issues. Alternative solutions/options cover most the key issues with well-thought out reasoning and logical discussion.7.0 ptsSufficientInsightful and thorough analysis of some of the key issues. Alternative solutions/options cover some of the key issues with solid reasoning and discussion.5.0 ptsDevelopingDeveloping analysis of the some of the key issues. Further development is needed. Alternative solutions/options cover few of the key issues with minimal reasoning and discussion.3.0 ptsUnsatisfactoryIncomplete analysis of the key issues. Incomplete solutions/options without sound reasoning or discussion.10.0 ptsThis criterion is linked to a Learning OutcomeWriting Organization Format10.0 ptsExcellentWriting is free of grammar and spelling errors. Clear, concise, and creative presentation of ideas. Organization is effective. Sources are identified and in APA format.9.0 ptsProficientWriting is mostly free of grammar and spelling errors. Most ideas are clearly presented. Organization is effective. Sources are identified and in APA format.7.0 ptsSufficientWriting contains several spelling or grammatical errors. Some ideas are clearly presented and organized. Sources are identified with errors in APA format.5.0 ptsDevelopingWriting contains many errors with grammatical mistakes. Ideas are difficult to follow. Sources are not identified or errors in APA format.3.0 ptsUnsatisfactoryErrors in grammar and spelling distract from the overall message. Ideas are incomplete. APA format was not used correctly.10.0 ptsTotal Points: 40.0PreviousNext
BA 506 Upper Iowa University Human Resource Management Discussion
DQ1
Discussion Question--Choose one perspective in which to respond.
Non-HR Perspective: As the manager for your departmen ...
BA 506 Upper Iowa University Human Resource Management Discussion
DQ1
Discussion Question--Choose one perspective in which to respond.
Non-HR Perspective: As the manager for your department, you have several vacancies you need to fill. What steps would you take to fill these positions? At what point do you consider involving your organization’s HR department? What do you believe should be HR’s responsibility in the process and why?
HR Perspective: A manager comes to you needing assistance to fill several vacancies in their department, what steps would you take and why. Would your approach differ depending upon the positions, e.g. clerical, assembly work, supervisor, etc. How involved should you be in making a selection? Please describe.
In developing your response, you want to consider some of the following elements: recruiting sources, selection methods, background checks, and other course concepts address up to this point. You can also expand on the scenario, creating specific challenges (e.g. hiring challenges faced as a result of the pandemic), positions, needs, etc.
DQ2
In 1947, long before garbage pickup was available in this rural area, a farmer began burying his non-burnable garbage in a low spot on his land. Over the years, containers with the remnants of oven cleaner, insecticide, paint thinner, nail polish remover, anti-freeze, and other hazardous wastes were thrown in the pile. In 1965, the farmer placed soil over the heap, which at this point was quite smelly, planted grass and forgot about it. About 20 years after that, the land was sold to a very wealthy homeowner who knew nothing of the garbage pit, and who constructed a multimillion-dollar home on the now-estate. As years passed, rain deteriorated the buried containers and the chemicals gradually seeped into the ground. Eventually they made their way to the water table. In 2009, local landowners learned their land wells were contaminated and were able to trace the source to the farm-now-estate. Should the neighbors be allowed to sue? Sue whom? The original farmer has long been dead and the current owner was unaware of the dump site. Should he be required to pay just because he's financially able to afford it? If not the current landowner, can they use a federal remedy? Is this a federal problem, or should the state have to address this?
R1
Recruitment and retention is vital in organizational success (Stewart & Brown, 2014) and collaboration between department managers and HR determine the quality of new employees joining the organization. Managers should coordinate with their HR department as soon as they know a position is going to be vacant, which allows the HR department to start developing a job description early on, and allows the manager to direct staff in filling the vacancy until someone new is hired. Managers who are proactive in their positions will save the organization time and money, and prevent wasting resources at the last minute to recover from employee turnover. Managers who coordinate with the HR department can develop different recruitment strategies and look for new graduates, personnel leaving the military, or even recruiting out of High School based on organizational needs (Stewart & Brown, 2014).
Managers who can forecast department needs and involve the HR department early on will help determine current employee needs, and future needs of the organization (Stewart & Brown, 2014). Mangers that continuously utilize this skill will be able to assess their departments more effectively and quickly fill vacancies as needed. They may be able to out-source from a different department or combine elements of two jobs into one to fulfill the needs of the organization. The HR department should be included throughout the entire process when a need to fill a vacancy presents itself because developing job descriptions is a HRM function.
The human domain is the only domain that crosses all domains in an organization and collaborative partnerships between departments becomes important during the hiring process. Managers and HR departments drive the climate, and culture of most organizations. HR departments are responsible for sustaining a positive work climate by finding the right individuals to fill vacant positions, and mangers are responsible for employee development. Each department should accept some responsibility in the recruitment and retention process, and work together to improve organizational productivity as well as job satisfaction.
-Madden
Stewart, & Brown, K.G. (2014). Human Resource Management, 3rd Edition. Wiley.
R2
It may seem easy to identify the hiring need when you’re replacing an employee who just left, but the task gets more difficult if you’re creating a new position or changing the responsibilities of a role (Perucci, 2020). Vacancies within an organization can place a burden on those sections that are short. They will cause employees to take on additional work and mistakes can happen more often. As a manager, I would see what my options were with internal and external recruiting. If the organization can hire within, then they are already acclimated to the culture of the organization. I could ask my friends and family if they had anybody in mind that could fill any of the vacancies. I would review the job description to ensure it is current and add the additional tasks that are not covered. Each position will require a specific knowledge base.
HR and managers should work as a time to streamline the process a minimize the time of the vacancy. I would reach out to HR when an employee submitted a termination notice or positions are open. HR can use the electronic resume sites they have access to, so they can post and pull from. These sites and programs help broadcast availability to a greater audience. Applicant tracking systems collect, manage, and sort data from potential applicants. Once applicants have been selected, HR can begin the screening process. Also, I could review the resumes to ensure their credentials have some similarity of the skills needed to fill the positions. Not all HR personnel know every position and specific terminology associated with an organization’s positions. The interview process, phone or in person, can be done by the manager to ensure the appropriate characteristics are present. HR can draft the offer letter and onboarding.
Perucci, D. (2020, July 22). The Quick Guide to an effective recruitment process - bamboohr blog. BambooHR. Retrieved February 21, 2022, from https://www.bamboohr.com/blog/guide-effective-recr...
R3
This case is a federal problem because it deals with serious environmental issues, but the state would also get involved to address proper waste management and the state will likely have their own environmental protection laws. The neighbors will be able to recover damages from the farm-now-estate, and the current owner of the estate will likely be responsible to compensate such damages due to negligence. The fact that he is wealthy and cannot afford it is not the deciding factor on who is responsible, but rather it would have been the responsibility of the new owner to investigate the property before buying it. CERCLA (Comprehensive Environmental Response, Compensation, and Liability Act of 1980) places strict liability on individuals who have previously owned and currently own polluted land. The original legislative purpose of CERCLA was to empower the government to apportion liability among parties responsible for the thousands of abandoned landfills that threatened public health and safety (Hockstad, 2019). If the owner of the estate had in fact performed the necessary inquiries of the land before purchasing it, and had not learned of the hazardous material, he may have a solid defense to protect him from his liability. There are federal funds set aside as part of CERCLA for environmental protection to be used towards cleanup of sites where there is no party found liable. The U.S. Environmental Protection Agency will also compensate victims who are denied their right to a safe environment, and clean water is definitely necessary for survival.Hockstad, T. (2019). Conditional innocence and the myth of consent: The subtle coercion of CERCLA’s contiguous property owner protection. Missouri Law Review, 84(1), 93–120.
R3This case is a federal problem because it deals with serious environmental issues, but the state would also get involved to address proper waste management and the state will likely have their own environmental protection laws. The neighbors will be able to recover damages from the farm-now-estate, and the current owner of the estate will likely be responsible to compensate such damages due to negligence. The fact that he is wealthy and cannot afford it is not the deciding factor on who is responsible, but rather it would have been the responsibility of the new owner to investigate the property before buying it. CERCLA (Comprehensive Environmental Response, Compensation, and Liability Act of 1980) places strict liability on individuals who have previously owned and currently own polluted land. The original legislative purpose of CERCLA was to empower the government to apportion liability among parties responsible for the thousands of abandoned landfills that threatened public health and safety (Hockstad, 2019). If the owner of the estate had in fact performed the necessary inquiries of the land before purchasing it, and had not learned of the hazardous material, he may have a solid defense to protect him from his liability. There are federal funds set aside as part of CERCLA for environmental protection to be used towards cleanup of sites where there is no party found liable. The U.S. Environmental Protection Agency will also compensate victims who are denied their right to a safe environment, and clean water is definitely necessary for survival.Hockstad, T. (2019). Conditional innocence and the myth of consent: The subtle coercion of CERCLA’s contiguous property owner protection. Missouri Law Review, 84(1), 93–120.
audit report
The following auditor's report was drafted by a staff accountant of Paul and Paul, CPAs, at the completion of the audit of ...
audit report
The following auditor's report was drafted by a staff accountant of Paul and Paul, CPAs, at the completion of the audit of the comparative financial statements of ABC Partnership for the years ended December 31, 2017 and 2016. ABC is a privately held company that prepares its financial statements on the income tax basis of accounting. The report was submitted to the engagement partner, who reviewed matters thoroughly and properly concluded that an unmodified opinion should be expressed. The draft of the report prepared by an inexperienced staff auditor is as follows:Auditor's ReportWe have audited the accompanying financial statements of ABC Partnership, which comprise the statements of assets, liabilities, and capital–income tax basis as of December 31, 2017, and the related statements of revenue and expenses–income tax basis and of changes in partners' capital accounts–income tax basis for the year then ended, and the related notes to the financial statements.Auditor's ResponsibilityWe conducted our audit in accordance with standards established by the AICPA. Those standards require that we plan and perform the audit to obtain reasonable assurance about whether the financial statements are free from material misstatement.An audit involves performing procedures to obtain audit evidence about the amounts and disclosures in the financial statements. The procedures selected depend on the auditor's judgment, including the assessment of the risks of material misstatement of the financial statements, whether due to fraud or error. An audit also includes evaluating the appropriateness of accounting policies used as well as evaluating the overall presentation of the financial statements.We believe that the audit evidence we have obtained is sufficient and appropriate to provide a basis for our audit opinion.OpinionIn our opinion, the financial statements referred to above present fairly, in all material respects, the assets, liabilities, and capital of ABC Partnership as of December 31, 2017, and its revenue and expenses and changes in partners' capital accounts for the year then ended in conformity with generally accepted accounting principles applied on a consistent basis.Basis of AccountingWe draw attention to Note 2 of the financial statements, which describes the basis of accounting. The financial statements are prepared on the basis of accounting the Partnership uses for income tax purposes. Accordingly, these financial statements are not designed for those who do not have access to the Partnership's tax returns. Our opinion is not modified with respect to this matter.Paul and Paul, CPAsApril 3, 2018Required:Identify the errors and omissions in the auditor's report as drafted by the staff auditor. Group the errors and omissions by paragraph, where applicable. Do not redraft the report.
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Mgt435
Among the things that are certain in the business world is that, nothing remains constant forever, and change is fated. En ...
Mgt435
Among the things that are certain in the business world is that, nothing remains constant forever, and change is fated. Envisaging the necessity for ...
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