Write a personal reflection that explains how you would go about managing your work priorities and professional development. In the personal reflection you should ask and answer these questions: 1. What makes a good role model and how would I ensure that I acted as a role model for employees I supervise? 2. What are the traits of an effective leader?
(20 points) MGMT 303 Week 6 Case Study Case Study This week, you will be playing the role of a senior manager whose business is growing and is considering bringing on additional staff. However, the HR manager has suggested hiring potential employees on a temp-to-perm basis. Many organizations are recruiting permanent employees using this policy. Read the case: “The Temptations of Temping.” See the case toward the end of Chapter 14. After reading the case, answer Questions 1, 2, and 3.
Week 4: Learning Team Assignment Communicating Change Presentation This assignment continues your Learning Team assignment from Week Two. Assume the same role of a midlevel manager at the selected organization. In this management position, you supervise two to four first-level managers. The organization is about to go through a major change such as a move to new location, added technology, streamline of the workforce with more shared responsibilities, and so forth. In preparation for this change, you must create a presentation to your employees to guide them in
What changes need to take place? Have you identified any skills development that could help the team as a whole? Directorate/ Organisational level What has been the learning? What changes need to take place? Have you identified any skills development that could help you?
I used time management to ensure that I met each of my four week deadlines, having done the work to the standard required. I would then post my workbook to the college for the set dates, and resubmit any questions that I had not met the criteria for. I received my certificate after completing the work
The employee will receive an acknowledgment of receipt by the manager within five working days, inviting them to a grievance meeting. The grievance meeting will take place within 14 days of the written acknowledgement. At the meeting the employee will be asked to explain the nature of the complaint and what actions should be done to solve the matter. Stage 2; If the employee is still aggrieved, they may write to a nominated manager within five working days of the date of the decision under stage 1, exercising their right to appeal. This will need to be passed to a more senior manager.
After the interview process if the candidate is successful the person will have an observation day shadowing staff and if they are happy, Management request proof of address, two references and an application form to be filled in by the candidate, they will then be invited to come for four induction days which will give the person an induction into how the company is run and for the staff to observe the person and decide whether they have meet the expectations of the job role, during these four days observations are completed, a thorough induction into each care home is given, Firstly a tour of the building is done, then the fire exits and how to evacuate if there is an emergency. The candidate will then read up on our Emergency plan and the policies and procedures. We have an employee handbook that is also available for the candidate to read as it will give an insight to all the entitlements the person will be entitled to within the job. The candidate will then fill out declarations and after the candidate will then sit with the management and will be given a brief induction of each of our service users and a little on their history. An introduction to our care management system will be shown and also the service users care plans will be given to the candidate to
CanGo Company Analysis CanGo Company Analysis Table of Contents Introduction: 3 SWOT Analysis 3 Strengths 3 Weaknesses 4 Opportunities 4 Threats 5 Market Analysis 5 Competitive Analysis 7 Competitors 8 CanGo 9 Financial Analysis 10 Strategic Recommendations 12 Train Current Employees 12 Raise More Capital to Continue Current Project 13 Improve Computer Technology 13 Increase Accountability 13 Work Together in Teams 13 Warehouse Improvements 14 Conclusion 15 References 15 Introduction: During a six-week review of the internal operations at CanGo, we at Dynamic D Consulting have presented three bi-weekly analysis reports based on personal observations, in which we made our recommendations. Based on the current expectations of CanGo’s management and the proposed projects the company would like to undertake, Dynamic D Consulting has prepared the following company analysis to aid CanGo in reaching their goals.
Date: Memorandum # 1 From: Name Manager, Elementary Division To: The CEO Subject: Former Employee's Constructive Discharge Claim ______________________________________________________________________ Background: Our company attorney notified me about a former employee who filed a claim against the company citing Title VII of the Civil Rights Act of 1964 for constructive discharge. Findings: A. How is constructive discharge as a legal concept relevant to the scenario? At the beginning of the New Year, we implemented a new shift policy to keep up with the company growth. We required employees in the production group to work 12-hour shifts with 4 days of work then 4 days off in a rotating shift, which
Litigation and Alternatives Video HRM/531 November 12, 2012 Bradley Romig Litigation and Alternatives Video Quick Takes Video was researching to update the editing equipment, and Hal the owner called NonLinear Pro who he contacted through the Radio, Television, News, Directors Association. Hal reviewed the editing equipment and thought that it would be good for his company. Both Hal of Quick Takes Video and NonLinear Pro made a verbal agreement regarding Quick Takes Video trial of the equipment for four weeks. If Quick Takes Video does not think that the equipment is right for the company, he can return it before the trial is up. Hal the owner of Quick Takes Video received an invoice for $5,000 for editing equipment