CT - 2, Emerging Trends: Walgreeens Leads the Way in Employing Workers with Disabilities

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Read “You Manage It! 1”(attached Photo of Article) in Managing Human Resources (2016, p. 111). After reading the case, complete the following items:

  1. Write a summary of the case,
  2. Answer the critical thinking questions, and
  3. Elaborate on two key learnings from the case related to equal employment opportunity and managing diversity. Be sure to clearly state the two key learnings and defend them in well-organized, scholarly responses.

A key learning is defined as significant knowledge gained from reading the case. You may choose to explain your key learnings by offering a real world application, personal insight, your thoughts and opinions about what was stated, how it is handled at your company, etc.

Please arrange your summary, questions, and key learnings in a well-organized, scholarly response of 2-3 pages. Support your observations and opinions with citations from 2-3 credible sources documented according with APA Requirements.

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HRM400 Critical Thinking Rubric - Module 2 Meets Expectation Content, Research, and Analysis 9-10 Points Requirements Includes all of the required components, including all of the bullet point items, as specified in the assignment. 9-10 Points Content Demonstrates strong or adequate knowledge of equal employment opportunity and managing diversity; correctly represents knowledge from the readings and sources. 9-10 Points Analysis Provides strong or adequate thought, insight and analysis of HR laws and the impact of diversity in the workplace. 9-10 Points Sources Cites and integrates at least 2-3 credible sources as specified in description. Mechanics and Writing 9-10 Points Demonstrates Project is clearly college-level organized, well proficiency in written, and in organization, proper format as grammar and outlined in the style. assignment. Strong sentence and Approaches Expectation Below Expectation Limited Evidence 7-8 Points Includes most of the required components, as specified in the assignment. 5-6 Points Includes some of the required components, as specified in the assignment. 3-4 Points Includes few of the required components, as specified in the assignment. 7-8 Points Some significant but not major errors or omissions in demonstration of knowledge. 5-6 Points Major errors or omissions in demonstration of knowledge. 3-4 Points Fails to demonstrate knowledge of the materials. 7-8 Points Some significant but not major errors or omissions in thought, insight and analysis. 5-6 Points Major errors or omissions in thought, insight and analysis. 3-4 Points Fails to demonstrate thought, insight and analysis. 7-8 Points Cites and integrates 1-2 credible sources as specified in description. 5-6 Points Cites and integrates 1 credible source as specified in description. 3-4 Points Cites and integrates no credible sources. 7-8 Points Project is fairly well organized and written, and is in proper format as outlined in the assignment. Reasonably good 5-6 Points Project is poorly organized; does not follow proper paper format. Inconsistent to inadequate sentence and 3-4 Points Project is not organized or well written, and is not in proper paper format. Poor quality work; unacceptable in HRM400 Critical Thinking Rubric - Module 2 paragraph structure; few errors in grammar and spelling. sentence and paragraph structure; significant number of errors in grammar and spelling. 9-10 Points 7-8 Points Demonstrates Project contains Few errors in APA proper use of proper APA formatting, APA style formatting, according to the according to the CSU-Global Guide CSU-Global Guide to Writing and APA to Writing and APA Requirements, with Requirements, no more than two with no more than to three significant errors. one significant error. Total points possible = 60 paragraph development; numerous errors in grammar and spelling. terms of grammar and spelling. 5-6 Points Significant errors in APA formatting, according to the CSU-Global Guide to Writing and APA Requirements, with four to five significant errors. 3-4 Points Numerous errors in APA formatting, according to the CSU-Global Guide to Writing and APA Requirements, with more than five significant errors. CHAPTER 3. UNDERSTANDING EQUAL OPPORTUNITY AND THE LEGAL ENVIRONMENT 111 MyManagementLab® If your instructor has assigned this, go to mymanagementlab.com for Auto-graded writing questions as well as the following Assisted- graded writing questions: 3-6. Kate has severe diabetes that seriously limits her ability to eat. Even when taking insulin to help manage her diabetes, Kate must test her blood sugar several times a day and strictly monitor the availability of food, the time she eats, and the type and quantity of food she eats to avoid serious medical consequences. Does Kate have a disability under the ADA? Explain your answer. 3-7. Under the ADA, is an obese individual considered to have a disability and therefore be eligible for coverage? Explain. 3-8. What are bona fide occupational qualifications (BFOQ)? What is a business necessity? Can race be a BFOQ? Can it be a business necessity? Why or why not? You Manage It! 1: Emerging Trends Walgreens Leads the Way in Utilizing Workers 3-10. Only about half of the people with disabilities who want to with Disabilities work are employed. What barriers do people with disabili- ties face in obtaining employment that are not concerns of In 2008, Walgreens, one of the nation's largest drugstore retailers, other groups protected by the EEOC, such as minorities, opened a state-of-the-art distribution center in Windsor, Connecticut. It women, or the aged? is the company's second facility designed specifically to employ people with disabilities and is patterned after a similar one that opened in 2007 in South Carolina. Managers at both facilities share a goal of having Team Exercise people with disabilities fill at least one-third of the available jobs. 3-11. A serious barrier to employment of people with disabilities Walgreens has developed a reputation as a company that offers continues to be a perception problem. Managers and co- meaningful jobs to people with diverse backgrounds, with equal workers lack knowledge, awareness, and comfort in work- opportunities for advancement and job mobility. Company leaders ing with employees with disabilities. Form a team with intend to open more distribution centers that employ workers with three or four classmates and develop a strategy to overcome disabilities and plan to use the experience in the facilities in Connecti- misperceptions surrounding utilizing employees with dis- cut and South Carolina to provide managers in other units with infor- abilities. Be ready to present your team's ideas to the rest mation that will result in the hiring of more people with disabilities. of the class when called on by the instructor. The South Carolina distribution center has a workforce of 400, with 50 percent having a disclosed physical or cognitive disability. Yet the facility's efficiency increased by 20 percent since its open- Experiential Exercise: Individual ing, after technology and process changes originally intended to 3-12. The purpose of this exercise is to raise your self-awareness accommodate workers with disabilities improved everyone's jobs. of some of the problems faced by employees with disabili- According to one of Walgreens' corporate executives of human ties in the workforce. Assume that you have had an acci- resources, the experience of creating a disability-friendly environ- dent that will restrict your mobility for a year and that you ment in its distribution centers has been a transforming event for will need to use a wheelchair while you recover from the the company. Walgreens' success in hiring people with disabilities accident. Consider how the restrictions on your mobility to work at its distribution centers has influenced more than a dozen would affect your life as a student. What accommodations U.S. companies, including Lowe's, Procter & Gamble, and Best would your teachers need to make for you so you could at- Buy, to follow Walgreens' model. tend your classes during the academic year? If you are em- Many employers do not share or practice Walgreens' level of ployed on a part-time job, would you be able to continue long-term commitment and investment in hiring people with disabili- doing this job as before in a wheelchair? If not, would the ties, but demographic trends suggest that more companies should- employer be able to restructure the job in a way so you and ultimately will have to—as growth of the traditional labor pool could make a significant contribution as an employee? slows, the workforce ages, and disability rates increase. As more busi- How would the job change? How could you convince your ness executives recognize and support the hiring and development employer that you should be retained in your job? Be pre- of workers with disabilities, a chronically underemployed group, the pared to share your answers to these questions with other business benefits of tapping this talent pool becomes clear. members of the class. Critical Thinking Questions 3-9. What are the tangible and intangible benefits that Walgreens receives by being a leader in hiring employees with disabilities? Sources: Based on Otto, B. (2013, January 14). Walgreens is not always the an- swer. Huffington Post. www.huffingtonpost.com; Wells, S. (2008, April). Counting on workers with disabilities: The nation's largest minority remains an underused resource. HRMagazine, 45-49; Medical News Today. (2006, July 8). Walgreens recruits employees with disabilities through new highly accessible web site. www .medicalnewstoday.com.
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Explanation & Answer

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Running head: EMERGING TRENDS

1

Emerging Trends
Name
Course
Tutor
Date

EMERGING TRENDS

2

Emerging Trends
Case summary
Walgreens, the leading supplier of drugs in America has come up with a human resource
plan whose primary objective is to give an opportunity to persons with disabilities in the
communities. In that regard, the company has constructed two drugstores in South Carolina and
Connecticut. In these two stores, the management intends to have at last a third of the human
resource being persons with disability. For example, in its Connecticut store, out of the four
hundred employees, fifty of them have some disability, either cognitive or physical. Surprisingly,
the paper reports that after the technologies in the companies have been adjusted to meet the
unique demands of the persons with disabilities, the efficiency of operations increased by twenty
percent. Recently, a lot of comp...


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