Diane might believe this is a wrongful termination because she is unreliable due excessive sick children. However, there has been no documentation to the matter or performance reviews that mention that she has been counseled on absenteeism. Greg on the other hand could believe that because he cannot work weekends due to religious reasons or disparate treatment he was let go. Cost Club is downsizing therefore, there will be no weekends work to perform or reasonable accommodations to be made on either side. Greg will not win the case based in religion discrimination.
First, Riordan wants to provide quality products to customers at a fair price. Second, Riordan wants to provide a working environment that is acceptable to employees. Third, Riordan wants to open an additional facility to increase production. This will provide additional products for customers, and it will provide additional jobs for employees. Gap Analysis To provide quality products at a fair price to the Riordan customers, Riordan will have to be smart regarding how they operate their facilities.
It’s important to set up a system to organize, manage and track your job search because you want to be on point and super-competitive when it comes time that you get a job so that you would be able to make a strong positive impression during your interview for the job. It’s always better to be overly prepared than under prepared and being prepared for every job you applied for is great because when some time during a specific job the supervisor will already know how bad you want the job. Some tools I would uses to help me out during managing my job search are resume, creating or updating my Profile on certain sites, building and using a personal career network, and keep planning on how I will organize and manage my job search. I would start by using the job search cycle then I would go from there to start managing my job search. I will keep up me a Career Management File Tracker and a Career Portfolio.
The company should always give a realistic job description accompanied with a self-assessment survey. Many ideas should be job shadowing, ride along with a current employee, asking more question and giving more answers in the interview process, let the applicants meet employees and ask questions they might now feel like they can ask you, in other words let them feel the job out first and in this process you can get a better read if the employee would be a good fit for the company. The pre-employment testing is the most important thing that HR can do to make sure that the employee will be the right fit. HR needs to review the job history, experience do the thorough reference and background checks and in the interview give the behavioral interview with a personality assessment this will give a better feel for the employees work ethic. Provide an open line of communication between employees and management or HR.
There was not process in place to follow for recovery for when a mistake was discovered or a problem was reported. The funds were not distributed for the natural disaster that they were earmarked for which has caused some uncertainty for future donations from the public and private donations. This system is supposed to be part of the corporate culture and should have established integrity for all the stakeholders. However; the American Red Cross did not have this in place which has caused turmoil within the organization and has caused them to be running a deficit and has had to downsize. A code of code of ethics should be developed for the American Red Cross.
Active or Passive Diversity: I would say that Tanglewood should look into active diversity because it meets the diverse needs of the customers. Diversity is a huge part of the company’s hiring process and they don’t want to be labeled as hiring only one class of people. Especially since the need of each customer is different Tanglewood needs to make sure that they have the necessary qualified associates to take care of the
Legal and Contractual Issues: SEC is guilty of legal and contractual issues in regards to the Orion Shield Project. It is evident that SEC failed to meet contractual obligations. There were no weekly briefing meetings that included updates and progress of the project to the customer. No one on the team felt it was important to address the customers concerns either by phone of email.
"Staffing Strategy" Please review the following recommendations for the staffing needs of you organizations. For the Tanglewood organization I think acquiring talent is best suited for your organization. While employees can be trained to suit the organizations needs hiring talent is important for you organization. The vision to involve employees in the decision making process and let them take control of how their own areas requires employees that possess talent to insure the success of the department and organization. It is my recommendation that the hiring activities be an outsourced function.
With Citigroup’s organizational culture it has guided employees toward the behaviors and attitudes that have put the company at risk. The company must revert to what is important that is the customers and focus on the core values of the organizations, and the vision of the organization. To change Citigroup’s organizational culture there needs to be a shared responsibility among the leaders of the company, managers, and employees. By having a shared responsibility will make Citigroup’s organizational culture more effective and productive. Having shared responsibility will allow each employee to achieve or accomplish his or her full potential, and acting with the greatest level integrity when dealing with one another, and customers.
Title VII and its amendments have made specific requirements to be upheld in regards to affirmative action and employer restrictions. Below are specified tips for management to abide by to avoid violations to Title VII. Organization must guarantee that the hiring, promotion, training, are understand and accessible to all employees equally. “If an affirmative action plan is to be adopted voluntarily, work with the union and other employee groups to try to ensure fairness and get early approval from the constituencies affected to ward off potential litigation” (Bennett-Alexander & Hartman, 2007, p. 219). Secondly, organizations must ensure voluntary affirmative action plans follow court ordered requirements.