He made several controversial decisions with respect to compensating AIG’s executives. The case is related to multiple motivational concepts. Internal needs reflect the reasons for which the employees chose to remain employed with AIG during the process of winding down the Financial Products business. External incentives reflect the retention bonus payments. In addition, needs theories of motivation can be invoked to provide perspective on what seem to be important motivational factors for the Financial Products employees.
Case Study Analysis Jennifer COMM/215 August 9, 2010 Mary-Beth Brophy Case Study Analysis Introduction A company should already have in place a procedural manual for the hiring and training of new employees and trainees. Carl discovered too late, several issues that he would have had to formalize and/or define and have in place, prior to implementing new trainee orientation. In this paper, I will discuss the issues that Carl is faced with and present solutions that could be used to avoid similar issues. Background ABC, Inc. was looking to hire some people to work with Monica Carrolls, the operations supervisor. Carl Robins, the new campus recruiter for ABC, Inc., was in charge of recruiting several people to fill these positions.
In-Basket Tonya Spaulding MGT/210 September 17, 2012 Ian Fraigvn “In-Basket” Our classmates and I were ask to discuss a subject on how we should or would not discuss the subject of delegating work to others in the workplace. We are to discuss how one delegates after the shoe store supervisor will return from the headquarters of a trip for work. As the supervisor returns there will be several jobs that will need to be completed in the basket. Some of the tasks that need to be completed need to be taken into consideration within a certain period of time. Some of the jobs need to be delegated so that all of the tasks
Memorandum To: Wayne R Harris, CEO From: Store Manager Date: July 2, 2013 Subject: Complying with constructive discharge As a result of the new policy change, regarding shift work, Megalodon has received notice from our attorneys that a former employee is suing us for violating his rights under Civil Rights Act of 1964. In order to make sure Megalodon is complying with Title VII of the Civil Rights Act of 1964, a through investigation was performed on Megalodon’s hiring and performance policies. Details of that investigation are outlined below. Definition of Constructive Discharge Megalodon must understand the full ramifications of the lawsuit. Constructive discharge is being looked at by the plaintiff in this case as part
M1-Compare the purposes of the different documents used in the selection and recruitment process of a given organisation M1-Task 1 Job Description The job description for Topshop’s sales assistant involves describing the actual job role and what the applicant will have to do when taking this job. This includes what the job entails and the working hours, with the personal requirements for you as a person. The pay will also be included as it will help the applicant decide whether they want this job or not. The need for this is to educate applicant on the most important aspects of this job role which influences their decision to accept it or not. If the employee did not know what the job entailed beforehand, they would fear that they would not like it for a number of reasons including the working hours or the wage, as it may not come up to their standard.
When addressing the requirements regarding Riordan Manufacturing inventory issues, he or she must research, and analyze the current inventory system. The current system is built on document work and hand to hand transactions, such as the inventory supervisor and manufacturing supervisors fill out forms for invoices. The company insists that inventory clerks fill out a form to release parts to the manufacturing section, and the manufacturing supervisor must list the sub-assemblies and finished products completed and submit back to the inventory manager. This is why a bar code system with scanners would improve the company’s input and output as far as inventory goes. Companies such as Zebra Technologies and IntelliTrack, Inc. provides for a seamless integration between ERP and inventory control, by incorporating information from the enterprise systems into a bar code and radio frequency identification (RFID) systems ("About Zebra Technologies", 2012).
As lead supervisor of operations, I decided to speak to the vice president of the company who is in charge of hiring the workforce and wears the hat as our human resource representative. Working in a manufacturing environment, the topic of discussion that we are always faced is the reduction of cost to build our product and I decided to interview the vice president on the topic of outsourcing and downsizing the labor force in our plant. The vice president of Lake Electronics, Jeff Wisiniewsky, has worked as
Kevin: Apparently they tried. What did your team tell this supplier about communicating with us after you finished negotiating the contract? Bill: We said that any operational problems or issues have to go through our materials management people. The team was responsible for evaluating and selecting the supplier, and then negotiating the agreement. Kevin: Foster’s production manager produced a log detailing seven memos and letters outlining the impact of our production and scheduling changes on their operation.
c.) I used the Job Specification and Person Specification when recruiting and selecting my new employees because I can see what skills the employee would need and I can make sure the employee has the skills they need the job. I could also see what kind of person they would be and how they would deal with customers and if they would work well with other employees. 5.a.) b.) The benefits of the Interview Checklist during the interview process is that you could see what they needed or any quality’s that they could have and if they did you were able to tick of
Human Resources are a major aspect to every business. Management's presentation in human resources will say whether or not a business will be flourishing in the long run by recruiting with the right people for the right positions. A lot of businesses and their managers undergo the pressure to be completely staffed and take on people without actually evaluating their potential for quality effort as well as being a good fit for the atmosphere the managers desire the workplace to have. ACC has experienced employment issues in recent times since they are devoted to maintaining a definite standard of quality when offering a spot to a new member of staff and are reluctant to just settling for the regular. Managers at ACC have to cautiously examine their respective workers and decide if they require the need for extra people and if they do the managers have to estimate the different personalities they manage and what type of personality would fill the open spot effectively.