TangleWood Case 3 Recruitment Guide for Store Associates Position: Store Associate Report to: Department Supervisor Relevant labor market: Timeline: Continuous Activities to undertake to source well-qualified candidates: Local and regional newspapers, radio, television Post openings to company’s employment website Request employee referrals Upload availability to Kiosk Job Agency Staff members involved: HR Managers, Department managers Budget: Tanglewood Case 3 One of the core concepts to Tanglewood's performance is great customer service. Store associates provide the majority of customer service and are basically the face of Tanglewood. Hiring store associates who possess KSAO's which correlate to providing the highest level of customer service would be most beneficial to Tanglewood. I recommended Tanglewood to use a combination of both open and targeted recruiting. Tanglewood continuously needs to hire an exceedingly large number of associates, partially due to the policy of all employees working as store associates and promoting from within, and because of the high turnover rate in retail.
EEOC Case of Racial Discrimination against DHL The Equal Employment Opportunity Commission’s role in this lawsuit was to act on behalf of the black drivers who believed that they had been treated unfairly. After receiving more than 20 complaints of discrimination, the EEOC conducted an administrative investigation to discover if segregation or other discrimination had taken place (U.S. Equal Employment Opportunity Commission, 2010). After the investigation was performed, the EEOC helped the African American employees try to reach a settlement. DHL and the men could not reach an agreement, therefore, on behalf of the federal government, the EEOC helped to process the charges and pursue litigation.
TANGLEWOOD CASE ONE To: Daryl perrone,the director of staffing services. From: Marilyn Gonzalez, vice president of HR. Date: 18th September, 2015. Tanglewood has a unique culture that emphasizes “straight talk,” employee participation, and teamwork which helps to differentiate it from most of its major competitors. Following the recent period of rapid expansion and acquisition, the company must consolidate its human resources strategy to ensure that this culture is not lost.
Title VII of the Civil Rights Act of 1964 as amended by the Equal Employment Act of 1972 states that it is illegal to discriminate in all employment activities with regard to the individuals religion, race, color, national origin and sex. The exception to this law is companies are allowed to enforce occupational qualifications, seniority and merit systems, testing and educational requirements. This means that JetBlue can refuse to hire an Asian pilot if he does not have the necessary qualifications to be a pilot. That would not be a Title VII violation. If JetBlue had a
Their vision is to be the leading provider of crafts for customers of all ages. Their values include: a supportive, open work environment that promotes teamwork and creativity; appreciation of our employees and what they bring to the table; meeting the expectations of all our stakeholders, including employees, our communities, and our investors; utilizing sustainable principles and practices aimed at meeting the needs of the environment, all members of society, and our clients. SWOT Analysis Below is a brief summary of the highlights of the SWOT analysis the company has conducted. STRENGTHS • Appealing, well-designed stores • Fun, hip advertising • Quality merchandise • Helpful associates • Promotional events that increase store traffic OPPORTUNITIES • Customers would shop online for many items. • Customers want craft classes and informed sales associates.
The company had accomplished multiple unfair practices, from interrogating employees to not recognizing their bargaining rights. After reading the case study I couldn't help but side with the union. The way Larry Melton went about finding information from his employees was interrogating and disrespectful. They had valid persuasive arguments against the company including to threaten an employee for refusing to reveal the identities of employees who attended a union meeting. There is no reason Melton should be personally calling multiple employees on finding out who was involved.
Diversity Training Dianne Moser Rasmussen College Author Note This outline is being submitted on February 19, 2012 for Dr. Jennifer (Jenn) Strauss’s Work and Family – G425/SYO4180, Section 05course at Rasmussen College by Dianne Moser Introduction As the United States becomes more diverse, it is important for businesses to mirror that diversity in their workforce. A diverse workforce has proven to be more creative and innovative. It keeps companies competitive in a global business community. Discussion Diversity training has become a necessity in businesses today. Because of people’s differences in the work force such as race, gender, culture, age, and disabilities, it is important that employers provide effective diversity training for their employees in order to educate them to develop organized communication patterns regarding business goals, policies and procedures as well as increase an employee’s awareness,
Team Reflection Week 2 Team C MGT/311 December 11, 2013 Barbara L. Washington Team Reflection Week 2 1.1 Evaluate individual characteristics of employees. When we think of individual characteristics of employees, the first thing that comes to mind is diversity. Every single individual is unique in their own way. Individual characteristics can include but are not limited to age, race, gender, sexual orientation, family history or physical ability. Managers and team leaders have a responsibility to be able to recognize the individual characteristics of their employees so that they are able to get the most out of their employees.
Diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more. Why the greater need for inclusion? Because there is a definite need to reach out beyond what used to be the norm for top executive talent: white men. . In the article “Diversity in the Workplace: How it Affects the Bottom Line”, Shellie Kerabell describes numerous reasons why companies are going outside the box to incorporate diversity in the workplace.
Voting Rights Act prohibits states from imposing voting qualifications for voting, on standards, practices, or procedures that deny or take the right of a U.S. citizen to vote because of race, color, or a language minority group. The Civil Rights Act of the 1960’s protects voting rights and prohibits of discrimination in employment and education on the basis of age, color, race, religion, or sex. Equal opportunity guarantees both federal and many state laws against any discrimination in employment, education, housing, or credit rights due to a person's race, color, sex, religion, national origin, or other. Equality of outcome is basically giving you the guarantee outcome of something without having to take the risk. Racial equality isn’t a new term by any means; it has been a discussion since America’s beginning.