Research post: Who has won the Malcolm Baldrige Quality Award in 2019 and 2018? List them by the category in which they won the award (such as manufacturing, service, small business, education, health care)

1. Management and the union have been bargaining for more than 10 months to try and reach a new collective agreement, to no avail. From Management’s perspective, they believe that the parties have reached an impasse. What are the 3 options management can pursue to try and resolve this situation (3 points – ½ point for each of the 3 options, ½ point for correct explanation/definition of each option)

2. What is indirect compensation and explain why it is an important component of an employer’s compensation program. Include in your answer 2 examples of ‘indirect compensation’ (3 points)

3. What is the purpose/objective of orientation/onboarding programs and identify 4 benefits frequently reported by employers of such programs? (3 points - 1 point for correct explanation of purpose/objective and ½ point for each correct benefit identified)

Case Study - Part 1 of 3

You are the newly hired HR Manager for a small chain of locally owned coffee shops that has grown from 4 shops a year ago to now operating 10 stores across Calgary as well as a main central office for administration (accounting, marketing, legal, supply chain, IT and HR functions). As your first objective, the owner has indicated that they want you to review the current compensation program to ensure that it is “competitive”. What are 2 internal factors and 2 external factors that you would need to consider as part of your review. Please provide a brief explanation of each factor and its relevance to be considered for full marks (4 points)

Case Study - Part 2 of 3

In doing your initial rounds of the stores as part of your orientation, a number of staff have complained’ that there doesn’t seem to be a clear or consistent process that all managers follow regarding performance management. When you shared this initial feedback with the owner, their initial reaction was that they’ve always felt more comfortable just dealing with issues as they came up, but that they would like you to schedule a meeting with them to talk about this in more detail. In preparing for this meeting, identify 3 advantages of a properly designed performance management system (3 points), the 6 key components/steps of an effective performance management system (6 points), and 2 pitfalls to avoid in designing/implementing the system (1 point) (10 points total)

Case Study - Part 3 of 3

One of the Store Managers has called you to discuss an employee issue. Specifically, it was brought to her attention that one of her staff (Shelly Smith) has been writing a personal blog where she has posted various vignettes from her daily work life. One such example is as follows: “‘Bob’ (not his real name) is a nice guy - easygoing, fun, good natured, easy to talk with - and always great with the customers (he’s such a flirt, no wonder he’s been through more relationships and breakups than I can count), and is ALWAYS up for a party after hours (with the amount of partying he does, and his ‘reputation’ (wink, wink) I can’t understand why anyone with half a brain would consider going out with him!!) But honestly, management seems oblivious (or is yet another victim of his ‘charm’). I’m really not sure what’s worse…….the numerous incidents of him being late/absent, or the days he decides to drag himself in to work (breath mint and a comb anyone?? LOL). Anyways, nice guy but I wouldn't go near him with a ten-foot pole!!”. Your manager wants to know what to do next and whether she has grounds to fire her. What are the 4 factors to consider in determining whether you have ‘just cause’ and what do you advise your manager to do next (6 points total)

Please Make a comparison between USA & KINGDOM OF SAUDI ARABIA about Labor law regarding the

1-injuries and illnesses

2-Medical Insurance

please use keyboard

find a news article that discusses small business internationalization startup (new business internationalization, business startup internationalization, etc.) internationalization. Provide a brief description along with the URL.

Q1) Five critical path activities are candidates for crashing on a CPM network. Activity details are in the table below.

1. What is the crash cost per unit time for each of the activities?

2. Which activity should be crashed first to cut one day from the project's duration; calculate the added cost and total cost of project?

3. Which activity should be the next activity crashed to cut a second day from the project's duration; calculate the added cost and total cost of project.

4. If we want to minimize project duration by 6 days, what should we do? (calculate the added cost and total cost of project)

5. How much can this project be shortened? (Calculate the added cost and total cost of project)

Bank of America got bailed out, but Lehman Brothers was allowed to fail. The insurance company American International Group (AIG) was rescued, but in July federal authorities refused to bail out a significant lender to small and medium-sized businesses, the CIT Group (not to be confused with Citigroup, which did get bailed out). What is the logic behind these decisions? Who is being bailed out—and who should be? Was the AIG bailout necessary in your view?

Diversicorp Job Analysis Assignment

The purpose of this assignment is to provide experience in conducting a job analysis for the creation of a job description.

Based on your work on the HRIS Needs Analysis, Diversicorp has decided to implement an HRIS and is adding a new position. Diversicorp’s President & CEO, Bob Foley, has realized that not investing in technology over the years has hampered the company’s growth. He knows that moving from the way things have been done for many years will require a good deal of effort and focus. In consultation with the CFO / Treasurer, Mary Chisholm, and the Director of HR, Thad Thomas, Bob has decided to add a new position to Diversicorp, Change Manager. This position will report directly to the President & CEO and oversee the implementation of the new HRIS, and also other initiatives that require change within Diversicorp.

You have been assigned the task of creating the job description that will be used to seek a person to fill this very important position for Diversicorp. Recall that the job description is an outcome of a job analysis, where job tasks are first determined, and then pre‐requisite knowledge, skills, and abilities are estimated which will support those tasks. Once those have been determined, a job description can be written.

You can follow these steps to successfully complete this assignment:

Job Analysis

• Determine job tasks (at least 5 tasks; refer to the chapter on Change Management
  1. WORK FORCE ANALYTICS
  2. SPEED OF FILLING JOBS.
  3. PSYCHOLOGICAL CONTRACT.
  4. REALISTIC RECRUITMENT MESSAGE.
  5. EMPLOYMENT BRAND MESSAGES.
  6. QUALITY AND DIVERSITY OF APPLICANTS ( Only need 5 Tasks, can use any you feel is best)

Only need to answer the items below such as the Knowledge, Skills, Abilities. Also the Job Description:

       1.Create (at least 5) items that fit into required knowledge to accomplish the tasks you listed.

       2. Create (at least 5) items that fit into required skills to accomplish the tasks you listed

       3. Create (at least 5) items that fit into required abilities to accomplish the tasks you listed,example: talent management which is a part of workforce analytics

Job Description

a. Write a complete Change Manager job description that contains the following sections:

1. One or two sentence summary job description
2. Job Title
3. Tasks
4. Knowledge
5. Skills
6. Abilities

1. There was a PowerPoint that discussed (4) considerations in question wording. Explain each and provide a concrete example of each.

1. Why do we say that the questionnaire/survey is the CRITICAL link between the respondent and the company? (Explain in a sentence or two)

1. What do we mean (in more specific terms) that the survey “serves” the manager? In other words, what are the criteria that make a “good” questionnaire for the manager? (Explain in detail.)

2. What do we mean (in more specific terms) that the survey “serves” the respondent? In other words, what are the criteria that make a “good” questionnaire for the respondent? (Explain in detail.)

1. Explain what a closed-ended question is (provide an example) and tell me what its advantages and disadvantages are? (Be detailed and use your own verbiage.)

1. In terms of aesthetic appeal and survey layout and flow, tell me some of the things you will think about as you are working on your semester projects?

NCAA

Please provide a citation for each response; you can not simply cite the textbook because textbook have many contributors.

1. Discuss the importance of recruiting as a component of resource acquisition for athletic departments.
2. Discuss the specifics pertaining to permissible financial assistance available to student-athletes.
3. Discuss how the current systems of rules governing the operation of intercollegiate athletic departments impact how departments are managed.
4. Discuss how the current systems of rules enforcement impact the management of intercollegiate athletic departments.
5. Discuss the distinction between initial and continuing academic eligibility.

Using the seven primary characteristics that capture an organization’s culture, list each and what you see Macomb Community College doing in each from a student view, to create the organization’s culture. Please be sure to give examples. here is the following characteristics.

1- Innovation and risk taking, which is the degree to which employees are encouraged to be both innovative and take risks.

2- Attention to detail, or the degree to which employees are expected to exhibit precision, analysis, and attention to detail.

3- Outcome orientation, or the degree to which management focuses on results rather than on processes used to achieve them.

4- People orientation, the degree to which management decisions consider the effect of outcomes on people within the organization.

5- Team orientation, described as the degree to which work activities are organized around teamsrather than individuals.

6- Aggressiveness, or the degree to which people are aggressive and competitive.

7- Stability, or the degree to which activities emphasize maintaining the status quo.

Give an account of the funding and operation of a living trust.