Communicate how your organization handled a recent hire. How did those involved in recruitment select the worker for the position?

Janet Johnson, an African American woman, has been working at the Tennessee Hydroelectric plant for 15 years. During that time, his performance reviews have been exemplary. She decided to apply for the new plant foreman position. Although she felt that she was eminently qualified for the position, she also was growing tired of a certain good old boy culture at the plant. For years, the plant has had a culture of highly lewd “jokes,” and many of the employees had also engaged in inappropriate touching of female employees. The plant had an anti-harassment policy on record, but Janet’s boss shrugged and said “boys will be boys” when she reported the harassment to him.

Competition for the position was fierce. But ultimately, Jose Martinez, a Chilean man, received the position. Jose had 7 years of experience. Unbeknownst to the applicants the promotion board secretly ran a credit check on the applicants. Janet credit score came in as lower as average, and this factored into the board’s decision. Although he met the qualifications of the position, one of the hiring managers told Janet in confidence that Janet was the most qualified person for the job. And the other managers had applied a racial preference on Jose’s behalf due to there never having been a Latino manager at the plant even though Latino’s represented 35% of employees at the plant. Janet sues the plant for disparate treatment, disparate impact, and sexual harassment under Title VII.


Questions

1. List the elements of disparate treatment and apply them to this case. Can Janet prove a prima facie case? How would the plant rebuff these charges? Who would ultimately prevail?
2. List the elements of a disparate impact case and apply them to this case? Will Janet prevail on this charge?
3. List the elements of the sexual harassment case and apply them to this case? Can the plant establish an affirmative defense?
4. If the plant argues that it applied a racial preference to Jose to correct a manifest imbalance at the plant of underutilization of certain minorities, will the plant prevail? Why or why not?
5. Was it legal to use the credit check as a factor in the promotion decision the way that it was done here? Why or why not?

Clapper Electronics produces two models of telephone answering devices, model 102 and model H23. Production process consists of two stages, manufacturing and inspection. Manufacturing standard times are 2 hours per unit for model 102 and 1 hour per unit for model H23. Inspection standard times are 1 hour per unit for model 102 and 3 hours per unit for model H23. During next production period, a total of 400 hours are available at manufacturing department and 300 hours are available at inspection department. Each unit of model 102 represent a profit of $9.00 per unit. Each unit of model H23 represent a profit of $7.00 per unit. Management wants to determine the quantity of each product to be produced in order to maximize profit and what will be the amount of that profit.

For the above situation: a) Present the complete Linear Programming Formulation of the problem. b) Solve problem using the Simplex Method in tableau form. All tableaus and calculations must be shown. c) Provide clear answer to management request

If you are the HR manager, what items should you tell a supervisor to include in order to have adequate documentation? List at least 4 items. When should these items be recorded and why is documentation important?   This is related to documenting misconduct.

Plan production for a four-month period: February through May. For February and March, you should produce to exact demand forecast. For April and May, you should use overtime and inventory with a stable workforce; stable means that the number of workers needed for March will be held constant through May. However, government constraints put a maximum of 5,000 hours of overtime labor per month in April and May (zero overtime in February and March). If demand exceeds supply, then backorders occur. There are 90 workers on January 31. You are given the following demand forecast: February, 80,640; March, 69,120; April, 100,240; May, 40,240. Productivity is four units per worker hour, eight hours per day, 24 days per month. Assume zero inventory on February 1. Costs are: hiring, $46 per new worker; layoff, $66 per worker laid off; inventory holding, $12 per unit-month; regular time labor, $12 per hour; overtime, $18 per hour; backorder, $24 per unit.

Develop a production plan and calculate the total cost of this plan. Note: Assume any layoffs occur at beginning of next month. (Leave the cells blank, whenever zero (0) is required. Negative values should be indicated by a minus sign. Round your answers to the nearest whole number.)

Discussion

Accreditation in KSA. Your opinion regarding: Challenges (at each one of the different system level)

Bob​ Carlton's golf camp estimates the following workforce requirements for its services over the next two​ years:

Each certified instructor puts in 480 hours per quarter regular time and can work an additional 120 hours overtime.​ Regular-time wages and benefits cost Carlton $7,200 per employee per quarter for regular time worked up to 480 ​hours, with an overtime cost of $20 per hour. Unused regular time for certified instructors is paid at $15 per hour. There is no cost for unused overtime capacity. The cost of​ hiring, training, and certifying a new employee is $10,000. Layoff costs are $4,000 per employee. Currently 8 employees work in this capacity.

a. Find a workforce plan using the level strategy that allows for no delay in service. It should rely only on overtime and the minimum amount of undertime necessary. What is the total cost of the​ plan?

​b. Use the chase strategy that varies the workforce level without using overtime or undertime. What is the total cost of this plan? (Enter your response as an integer)

C. Consider the following proposed plan for a different demand scenario. In this​ case, each certified instructor puts in 480 hours per quarter regular time. All other cost and capacity values are the same as above.

​

what is one compensation issue and one employee benefits issue for each of the four groups of contingent workers? Why are these issues? What do you think should be done about them?

what obligation do you think the government has to provide assistance to those physically hurt or financially harmed by natural disasters? After all, i is possible to buy private insurance to cover loss and damage. But many individuals cannot afford to buy insurance- r fail to take advantage of the opportunity.

The Accounting Beast Company would like to hire a new account bookkeeper. Before hiring, company need to develop a pay structure and an incentive plan for this position.

1. What benefits would be appropriate for this position and how much would benefits cost to the company?
2. Whether it will be an exempt or non-exempt position, piecework rate, commission, bonuses, or other method of pay?
3. Determine the total cost of the pay and benefits for this position.

For the past decade, your company has encouraged sales teams to work together in a cooperative and cohesive manner. This initiative is closely aligned with one of the company’s core values: “Together, we achieve more.” To motivate sales associates to cooperate with one another in their respective teams, at the end of each fiscal year, team managers evaluate their respective teams by rating them on a number of behavioral dimensions related to cooperation and cohesion. Teams that receive high marks on their evaluations receive year-end bonuses, and this bonus program accounts for 10% of compensation for those working as salespeople; the remaining 90% of compensation is distributed in the form of a base salary. Thus far, the company has found this pay-for-performance system to be quite effective, as team cooperation and cohesion have improved demonstrably. Lately, your company has lost some of its top sales associates to competitors, and exit interviews revealed that some sales associates believed that they were not recognized and rewarded for their unique, individual contributions to the organization—namely, their sales productivity. To address this issue, the company has decided to implement a new pay-for-performance program designed to reward individual sales associates for their sales productivity; specifically, the company plans to implement a sales commission program. This new variable-pay program constitutes 40% of their compensation, and the remaining 60% will be distributed in the form of a base salary (50%) and a team bonus based on manager ratings of team cooperation and cohesion (10%). Ultimately, the organization wants to incentivize team cooperation and cohesion as well as individual sales productivity in an effort to encourage collaboration and individual contributions. Consider the entire compensation package from a systems perspective.

Do you have any concerns regarding the implementation of the new sales commission program? Do you think there will be any unintended consequences? Consider this decision using the following criteria. Please provide the rationale for your answer to each of the questions below.

Is the compensation package legal, ethical, and fair?

Is it evidence based/evidence informed?

Does it foster healthy employee–employer relationships?

Is it time and cost effective?

Does it take a systematic stakeholder perspective?

Considering your analysis, overall, do you think this would be an effective decision? Why or why not?

What, if anything, do you think should be done differently or considered to help make this decision more effective?

write a report about the critical success factors of Total Quality Management (TQM ) implementation in a company.

Hint:

the company working field: designing the armored military vehicle.

the report shall focus on the benchmarking importance

• Analyze the five components of emotional intelligence and their relationship to transformational leadership.
• Discuss how to use transformational leadership combined with the use of emotional intelligence to improve a situation involving teams at work.
• Distinguish between transactional, situational, and transformational leadership and the usefulness of each in impacting team performance.
• Discuss the impact of culture and ethics on the leadership of teams.

Discuss how early American history related or compared to real-world situations like political issues of today's time. Your response must be at least 200 words in length

A product has a daily demand of 26 units per day. Ordering costs are $60 per order. The annual carrying costs are measured at 20% of item value. Your supplier has offered you three item cost/price and quantity scenarios (1) you pay $150 per unit if your order quantity is 199 units or less, (2) you pay $121 per unit if your order quantity is between 200 and 4999 units, and (3) you pay $114 per unit if your order quantity is 5000 units or more. Assume there are 365 days per year. Find the optimal order quantity and total cost for each of these plans and pick the one that is best.