1) Explain your assessment of the compensation system in place at Henderson printing? Henderson printing has no formal system of compensation i.e. no formal system for pay and any form of formal employees benefits. Each staff has a different pay rate, he has never gotten around to give any formal raise. Any employer that want an increase would approach George in person.
(a)The supply department exhibits weak control over materials at the point where receipt report is not ALWAYS created, and when the expediter picks up the goods directly from the supplier and delivers them tpo the plant there is no paper trail to show that the goods were received. (b) The department also exhibits weak control over overall supply management performance through the entire supply process: * Requisitions are being submitted without a requirement for support from management. * The supply department has to rely on others from outside the department to decipher the technical specifications for complex orders. * The expediter who is not even part of supply department is being allowed to issue purchase orders * Orders are not being placed in a timely fashion * Receiving and inspection are not being consistently performed in an orderly manner. 3.
The first violation was the failure to provide training to employees and their managers about how to recognize and avoid unsafe working conditions. It was proven that Williams did not provide training for trenching hazards to the two employees working in the trench. Furthermore, none of the supervisors or managers for Williams Construction was familiar with OSHA safety requirements. The second violation consisted of Williams providing only one safe means of escape out the east end of the
The incorrect answer presented in the spreadsheet is the total of hours spent because of the error. 1c The information for all three plants regarding time spent on Sourcing Review is accurate, relevant and sufficient. Total time can be calculated by running the numbers given. The meaningful answer the manager requested is on the spreadsheet you would just have to add up all the hours for Souring Review with a calculator or possibly formatting the spreadsheet to extract that specific information. 1d The workbook addresses accuracy, relevance & sufficiency data regarding hours worked by employees on projects however when addressing costs the work book doesn’t meet relevancy because the amount paid to employees is not include and it doesn’t meet sufficiency requirements.
And also the CEO of Elm he didn’t have the whole information about the problem. So I think all this factors it makes the issue, it’s not an easy ones. Because this kind of problems it can destroy any organization. B- The effectiveness of an organization depends in part on its organizational structure, the clarification of authority, responsibility, reporting lines, and performance standards among individuals at each level of the organization. It also true that effective strategy deployment is dependent upon, and tends to shape, organizational structure because the organizational structure must be aligned with and support the accomplishment of strategic initiatives.
Negotiations on a new contract During the two year gap the company found that the poor oven quality was on a rise and felt that the testers weren’t doing their job. The company should have provided more training. The job performance is an issue that HR professionals/managers should have tackled to change the productivity of the employee. It is obvious there weren’t any documentation noted on the testers evaluation on how well they are performing on the job. Instead of renewing the contract the issue of productivity and quality should have been put on the table.
Finally, the evaluation system failed to require managers to provide feedback to their reports, inhibiting an environment of learning or growth. Challenges Encountered and How the Company’s Culture Could Be Leveraged During this type of restructuring, where tough losses are incurred, any
Week 1 Assignment ACC410: Auditing (BBO1307A) Instructor: Thomas Badley Week 1 Assignment Required List on the left side of a sheet of paper the generally accepted auditing standards that were violated by Jones, and indicate how the actions of Jones resulted in a failure to comply with each standard. Organize your answers as follows: Generally Accepted Auditing Standards | Actions by Jones Resulting in Failure to Comply with Generally Accepted Auditing Standards | General Standards | | 1) The auditor must have adequate technical training and proficiency to perform the audit. | Jones hired two accounting students to conduct the audit. Although he spent several hours explaining what to do, the students were not at all qualified to perform the audit without supervision. | 2) In all matters relating to the assignment, independence in mental attitude is to be maintained by the auditor or auditors.
Self-Managed Teams Dalman and Lei have been experiencing some severe time restraints lately when attempting to handle the day-to-day activities within Sandwich Blitz. As we have seen, Dalman has had his focus pulled away from the expansion project to handle issues within the different locations of the company. Here we will take a look at the potential impacts when considering the self-managed team approach. Self-managed teams are comprised of individuals that are trained to handle most of the responsibilities within their department. There is no direct supervisor to report to, and individuals are provided with the capacity to make important decisions that would previously be handled by a supervisor in a conventionally structured organization.
Unquestionably, the decision to change the schedule of production staff was made by managers and directors with no direct knowledge of, and perhaps without consideration of, any employee’s religious affiliation or needs. Based on Walker Toy Company’s policies and procedures to comply with EEOC guidelines, a reasonable person may also agree that management felt this was not an important consideration, as they could have easily made accommodations in line with Title VII if Mrs. Miller had made her needs known. The reasonable person test is pervasive in case law as a factor in determining whether the employee’s resignation was reasonable. The case of Barrow v. New Orleans Steamship Ass’n (1994), established that certain factors are significant in determining constructive discharge: “(1) demotion; (2) reduction in salary; (3) reduction in job responsibilities; (4) reassignment to menial or degrading work; (5) reassignment to work under a younger supervisor; (6) badgering, harassment, or humiliation by the employer calculated to encourage the employee's resignation; or (7) offers of early retirement on terms that would make the employee worse off, whether accepted or not." This case supports my recommendation to litigate because Mrs. Miller was not subjected to any of these tactics, nor does she make any claims that any of these tactics were used toward her.