My job title was Technology and Processing Services Higher Apprentice. On originally accepting the job role, many agreements and expectations were put in place, however over a period of time it became apparent that these were not being met, and some completely being ignored. The main issues which created this problematic work situation
Reichart is the assigned project manager for a computer program. Functional managers are charging direct labor time to his project but actually working on their own project with no relation to the Trophy project. This caused over cost in budget. When Reichart complained of this and tried to get support from upper management/corporate they told him not to poke his nose in the functional manager’s business. As time went on so did the project
Chou had an oral contract, email, and a fax letter for his proof but the new management might have wanted a written contract. BTT also could also use duty to mitigate, which states that the parties involved in contract need to take the appropriate steps in order to avoid incurring damages and losses. 6. Chou was offered a valid contract which he decided to accept from BTT. Also Chou could claim the mailbox rule, which Chou faxed the contract to BTT which is deemed that the contract is
v. Hardison. The Trans World Airlines, Inc. v. Hardison case involved an employee who put forth a claim for religious discrimination because the employer was unable to accommodate his religious beliefs. An accommodation was made for Hardison early on in his employment, but once he relocated to another group his prior arrangement changed. The reason he was unable to select specific days off was due to a seniority status provision put in place by a collective bargaining contract with the Union. Title VII does not require an employer to deviate from a seniority system in order to give an employee shift preference.
The Rhetorical Triangle Sunderman/1A Three important elements come into play when creating any kind of argument. These are illustrated by the rhetorical triangle: Logos (Message) Argument or Media Ethos (Author) Pathos (Audience) Logos: Rational or Logical Appeals. Appeal to logical reasoning ability of the audience through use of facts, case studies, statistics, experiments, logical reasoning, analogies, anecdotes, authority voices, etc. Are writer’s claims reasonable? Is there sufficient evidence to support those claims?
One such tool is a Gemba meeting utilizing a SQDIP board. I have been involved in Gemba meetings using similar types of communication boards in the past, but mostly due to lack of support from upper management, maintaining the information would just dissipate after a short period of time. I had never really been engaged and committed to the process to ensure it was successful. Either I felt it was just another responsibility that was put on my already full plate or I failed to see the value that it added to solving the issues we faced on a daily basis on the floor. That was until my new employer, a pump manufacturing company, asked that I hold a Gemba meeting and implement a SQDIP board in my department to communicate the daily issues, come up with action plans to find solutions to fix the problems and ultimately increase productivity.
The copy of the memo concerning management’s desire to have workers take more calls per hour, with a take more calls or else tone in the memo. Based on what I observe everyday at this establishment it very hard to recommend employment at Acme at this time point and time. Unless there is a shake up with management I cannot see this situation turning it’s self around in the near or distance future. Table of Contents Executive Summary I. Introduction II.
Mediation is based more on gathering information to find the parties common interests, to negotiate the needs and then come to a mutual agreement, whereas counselling looks at the person, their perceptions and feelings to bring about self-exploration and change. Mediation and counselling employ some of the same processes and techniques such as, active listening, reframing, paraphrasing and summarizing, however these skills are used in counselling to look at underlying emotional issues, but mediation is purely for resolving conflict (Hodges, 2009). Mediation is time limited whereas counselling can be over many sessions, counselling relies on exploration of emotions and interpretation of these emotions whereas mediation works more on negotiation to reach a solution (Messing, 1993). In this essay it will be shown that there is link between counselling and mediation and that some of the methods used can be useful in a therapeutic approach but will also raise an awareness of good practice in both professions. Mediation is usually a step taken to help avoid legal matters such as going to court, but mediation does have a more formal structure similar to what one may see in a legal framework the
What I chose to do was make a few calls to the Human Resources Director, who as I explain the situation told me to go through the time consuming process of completing a purchase order request. Upon asking if I should use the existing CD, she said she could not make that decision for me, as it is based on the Department supervisor to come to that specific management recommendation. My final decision, based on doing some additional research and talking to other co-workers and colleagues at other agencies, is to come to a different conclusion. I decided to slightly adjust my schedule, with the approval of management, to come in and stay later. When the rest of the Department leaves, I decide to switch to my colleagues computer that already has the upgraded software to complete my final tasks and
What additional actions (if any do you think will be necessary? I don’t feel that the experts’ recommendations will be sufficient to get most of the administrators to fill out the rating forms properly. The managers would be pleased with the recommendation to rescind Mr. Winchester’s forced ranking technique but would definitely challenge the idea of not tying salary increases to appraisal forms because it’s what they’ve always done and it is the only way they feel they can provide competitive wages for secretaries. The issues of providing invalid feedback to each secretary has been a standing practice for quite some time, therefore it would be ludicrous to think that a practice imbedded in the organization’s culture would simply cease to exist per a recommendation. Administrators must understand and value the new process.