I. IntroductionA. Comfort-Assisted Living ContextComfort Assisted Living, a senior living community, supports elderly residents in their daily routines. The organization is dedicated to delivering high-quality care and a pleasant living atmosphere for its residents. Although Comfort Assisted Living has an HR Department, they have engaged an HR consultant to verify the accuracy of employee job classifications.B. Grievance of Gregory WilliamsGregory Williams, a Senior HR Specialist at Comfort Assisted Living, has

Fundamentally, hygiene factors are required to make sure a worker is not dissatisfied. Motivation factors are desired to motivate a worker to higher performance. Herzberg also further classified peoples actions and how and why they do them, for instance, if one performs a work related action because they have to then that is ranked as movement, but if one performs a work related action because they want to then that

These two approaches to organizational design for structure are described in Table 1 below. Table 1 Principles of Universalistic and Contingency Approaches to Organizational Design and Resulting Structures Organizational Structure Type Description Universalistic Design (Bureaucratic structure) A. A clear division of labor, with each job well defined, understood and routine B. A formal hierarchy that clearly defines the management/supervisory relationship between managers and subordinates C. Specific rules, policies and procedures which are used to guide behavior for

internal and external business environment of two fast food giants, McDonald's and KFC. The major sections of the paper include introduction to the companies; the competitive analysis of the fast food industry using five forces model; the Balanced Scorecard and SWOT analysis of the companies; and a set of recommendations in the light of these analyses. The purpose of this paper is to present an analysis of the Global fast

Indeed, effective problem solving in these circumstances often requires high levels of creative collaboration (Richards, 2007a, p. 34). In recognition of this reality, employers consistently name the ability to work together creatively as a primary and crucial skill -- even though many organizations have created cultures that undercut individual and collective creativity. In order to solve this problem there is a need of a comprehensive review of the facility management

AVON Calls on Foreign Markets Avon believed that having regionalized new product development centers, supply chain operations, marketing and sales divisions would make them more competitive in foreign markets. Ironically the exact opposite happened, as the case illustrates. Avon's performance was drastically reduced and the duplication of effort crippled the organization. Unfortunately the highly decentralized, market-driven organizational structure that Avon had such high expectations for failure to deliver the results needed