Long-term vs. Short-term Orientation: Long-term Orientation, because all decisions being made within an organization impact the future, and in order for the company to have a successful outcome it should be oriented towards the future, instead of the past.

The seven Sullivan Principles promote equal and fair treatment to all individuals, regardless of race. They were issued in 1977 in South Africa and were aimed to help the aboriginal population that was being discriminated against by the new arrived whites.

The principles stress out the need for equal employment opportunities (promote nonwhites to leading positions), equal facilities, equal remunerations, better conditions outside the work for nonwhites and the abolition of the laws that allowed discrimination.

The Sullivan Principles became the "blueprint for ending apartheid" and made organizations realize the undoubted rights of the aboriginal community. When an international organization expands their business to foreign countries, they are not allowed to treat differently the…...

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Bibliography

Michael Armstrong, May 2006, a Handbook of Human Resource Management Practice, 10th Edition, Kogan Page, London

Clarence Zener, November 1967, a Contribution to Profit Maximization, Texas a&M University, College Station

A.H. Maslow, 1943, a Theory of Human Motivation, Originally Published in Psychological Review, 50, 370-396

The Mid-Amercican Manufacturing Technology Center, Human Resource Services,   last accessed on September 4, 2007http://www.mamtc.com/humanResources1.asp ,

Leadership Styles to improve H Department
The goal of any business organization is not only to survive, however, to excel in a marketplace and enhance competitive market advantages. Excelling in a highly competitive market environment requires organizations to improve their performances continually through effective talents management to develop an innovative product. The leadership styles adopted within an organization can affect the organizational performances. An effective leader is able to create an atmosphere of trust and engagement that will enhance staff performance. Despite the benefits that organizations can derive from the application of leadership style, a new human resources director who intends to achieve the best from her subordinates ought to implement an effective leadership style to deliver superior performances from employees.

Having being appointed to the post of H (human resources) Director, Janet ought to adopt the best leadership style to improve performances of the entire staff. However, choosing the right…...

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Reference

Bass, B.M. (1995). Theory of transformational leadership redux, The Leadership Quarterly. 6 (4): 463-478.

Bass, B. M., and Steidlmeier, P. (1998). Ethics, Character, and Authentic Transformational Leadership, pp. 1-25.

Extract from the Case Study (2015). Case Study.

Spahr, P. (2016). What is Charismatic Leadership? Leading Through Personal Conviction. St. Thomas University.

The second means is that of developing specific HM policies which are tailored to the context of the firm and its respective situation and needs.
At an overall organizational level, the modern day importance of complex human resources management system is represented by the means in which HM generates competitive advantages, namely:

HM creates content employees who are more likely to produce high quality work and create more value for the economic agent

HM supports the company in generating more funds. Specifically, this objective is attained by the strong and positive reputation a solid HM policy creates for the firm, reputation which is valued by investors

HM supports the development and implementation of common values, which in turn support the development and implementation of long-term sustainable strategies

HM policies ensure the firm with the best skilled staff members, which would be able to ensure a most efficient allocation of the organizational resources

HM creates an…...

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References:

Collins, C., Trenberth, L., 2005, Sport business management in Aotearoa / New Zealand, 2nd edition, Cengage Learning Australia

Giachetti, R.E., 2010, Design of enterprise systems: theory, architecture and methods, CRC Press

Jackson, S.E., Scheler, R.S., Werner, S., 2008, Managing human resources, 10th edition, Cengage Learning

Kondalkar, Organizational effectiveness and change management, PHI Learning Ltd.

Layoffs
All Subsidiaries

From: The H Department / CEO

Layoffs

The current economic situation has demonstrated how there is the need for making adjustments in number of employees and managers working at the firm. This is because of shifts in the economy and more aggressive tactics utilized by competitors inside the marketplace. The long-term effects are they have been reducing the company's fiscal position and negatively impacting the firm. ("Sample Letter to Employee," 2013)

To address these challenges, we have tried to reduce the cost structure. This has provided some benefits for everyone. However, the reality is that these changes are not enough. This means that a certain number of employees and managers will be furloughed in the process. At the same time, those positions which are considered to be redundant will be consolidated or completely eliminated. ("Sample Letter to Employee," 2013)

This means that various departments will face a decrease in the number of staff…...

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References

Sample Letter to Employee. (2013). State of Wisconsin. Retrieved from:

http://dwd.wisconsin.gov/dislocatedworker/pdf/sample_letter_to_employee.pdf

H departments are essential in a success organization because they can work to incentivize employees and maintain the organizational culture at the firm. Without a strong H department, a firm is likely to have no real vision and a lax organizational structure that does not facilitate the achievement of organizational aims. Human relations is about building and fostering relations, so that the workplace becomes a strong, healthy and positive environment where workers want to be. If an H department cannot help to establish this environment then the organization runs the risk of failure due to poor employee morale, no development of employee loyalty, bad leadership, and negative attitudes.
H is connected with the idea of leadership because it is from H that the sense or organizational unity and structure comes to workers. It is also from here that incentives hail. H can play a major role in incentivizing workers, whether…...

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References

Kissack, H., Callahan, J. (2010). The reciprocal influence of organizational culture and training and development programs: Building the case for a culture analysis within program planning. Journal of European Industrial Training, 34(4): 365-380.

Human esources Management
What is human resource management?

Human esource Management (HM) is the process of developing and hiring the employees so that they become more valuable to the organization. HM includes; planning personnel needs, training, recruiting, evaluating performances and many others.

What is the primary function of human resource management?

HM functions are carried out by the Human esource Managers to fulfill the goals and objectives of an organization. The primary function of HM is to increase the contribution and effectiveness of employees in order to attain the goals and objectives of an organization. Other primary functions include planning, developing and administering policies, along with programs designing.

(a) Planning

This is an effective tool which managers use in putting in place the strategic and operational decisions and undertakings within the organization. Planning involves predetermining the workforce programmes that are necessary for attaining the goals of organization. Strategic plan can be effective only if the planners…...

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References

Bobinski, D. (2013). Newspaper Column by Dan Bobinski - Leadership Development, Inc.. Newspaper Column by Dan Bobinski - Leadership Development, Inc.. Retrieved May 17, 2014, from http://www.leadershipanswers.com/ArticleDetails.asp?ID=648

Dias, L.P. (2014). Human Resource Management, v. 1.0. Flat World Knowledge. Retrieved May 17, 2014, from  http://catalog.flatworldknowledge.com/bookhub/2807?e=portolesedias_1.0-ch02_s01

Principle-Agency Relationships A principle-agency relationship exists between an employer and an employee. The employer sets out the scope of duties for the employee, and then the employee acts as agent in carrying out those duties. This relationship means that tortious acts committed by the employee while in the performance of duties relating to his employment are the responsibility of the company. Principals are “liable for the tortious conduct of an agent who is acting within the scope of his or her authority.” In this case, the driver Carcamo, was driving a truck on the highway, which is within the scope of his authority in his employment as a truck driver. Had the accident in question occurred while he was not in the course of his duties, the company would not have vicarious liability (Pearson, 2012).
There are a couple of different types of principal-agency relationships, including employer/employee and independent contractor. In this…...

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References

Biren Law Group (2019) High court addresses employer liability in truck accidents. Biren Law Group. Retrieved March 10, 2019 from  

Pearson. (2012) Summary: Agency law. Pearson Education. Retrieved March 10, 2019 from  http://wps.prenhall.com/chet_cheeseman_paralegal_2/61/15831/4052842.cw/-/4052848/index.html 

Poole Shaffery (2017) Employment law: Beyond Diaz v Carcamo: the diminishing returns of admitted vicarious liability. Poole Shaffery. Retrieved March 10, 2019 from  https://www.pooleshaffery.com/news/2017/october/employment-law-beyond-diaz-v-carcamo-the-diminis/ 

https://www.biren.com/articles/california-high-court-looks-at-employer-liabilit/ 

Human esources
Demographics

The demographics of the site chosen for this paper, NH Clinic, consist of a vast group of clinical professionals working at 21 different hospitals across the country. NH Clinic staffs nearly 500 outpatient ambulatory and physician practices as well. The Clinic supports more than 6,600 beds, employs over 15,000 nurses and is affiliated with nearly 14,000 physicians. Its total workforce consists of over 61,000 workers and NH Clinic is the biggest private employer in the state (NH eports and Facts, 2016).

The staff employed by NH Clinic is as diverse as the state's population itself, with a variety of persons of ethnicities and cultures employed throughout the ranks of the Clinic. It has men and women of a many different races, religions, beliefs and backgrounds in positions of management, throughout the administration, and up and down lower level chains as well. NH Clinic celebrates diversity in its campuses across the…...

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References

Ealias, A., George, J. (2012). Emotional intelligence and job satisfaction: a correlational study. Research Journal of Commerce and Behavioral Science, 1(4): 3-7.

Mills, J. et al. (2013). Nurses in Australian acute care settings: experiences with and outcomes of e-health: an integrative review. International Journal of Management & Information Technology, 3(1): 1-8.

NH Reports and Facts. (2016). Northwell. Retrieved from https://www.northwell.edu/about/reports-fact-sheets

Odeh, B. (2014). Implementing a telehealth service: nurses' perceptions and experiences. British Journal Of Nursing, 23(21): 1133-1137.

Human esources Issues
There are a number of factors that are creating the deficiencies described in the three data points related to the Human esources issues that Alders and ichardson are experiencing. The vast majority of these factors involve the attitude displayed by the VP of H, who believes that labor market trends and industry competition is responsible for these woes. It seems that the H department is not diligently fulfilling its function of preparing and sustaining the degree of preparation that employees need to have success in their positions while employed by Alders and ichardson. The amount of preparation that the department is equipping its employees with is insufficient. Of particular note is the fact that the department seems remiss in its measures for continuing education and ongoing preparation for its employees. This factor appears directly linked to the second data point. Again, the assumption is that simply because…...

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Resources hinges on the proper performance of this department. Moreover, the chief determining factor in this matter will be the foregoing metrics, which will provide the basis for gleaning whether or not the department is performing sufficiently.

Question 6

It certainly appears likely that there may be a couple of sources of resistance to the recommendations and intervention advocated in this document. The author is anticipating some of that resistance to stem from the VP of HR. This notion is predicated on the fact that she has taken no accountability for her role in the under-performance of her department. One who simply blames shoddy performances on external factors will likely not want to commit to the measures outlined in this document to turn them around. Instead, such an employee would rather be content to assign the blame to others (such as the external factors within the industry and regarding labor practices) than take the sort of decisive action to alter the department's performance. Another source of resistance may come from the C-level suite, which is responsible for funding the measures to rectify the HR department. These executives may bristle at the thought of spending money to curb a problem which is already draining them financially. However, if they realize that their funds for these measures is merely a stopgap that will surely produce long-term yields including a lower overhead and future savings, their resistance will likely subside.

Supervisory Skills
With morale and performance diminishing at Toyota's quality control department, a change in the way things are done is crucial. It is particularly important for the department to reorganize its structure, work more closely with other departments within the organization, train its personnel, and have effective directors for each of the seven divisions within the department. This will be important for the achievement of both short and long-term objectives.

The quality control department plays an integral role within an organization. It ensures the organization constantly delivers products that meet the quality expectations of the market. Indeed, without an effective quality control department, the organization may be subject to severe consequences such as customer dissatisfaction, revenue losses, and even legal claims. An effective quality control department requires proper organization, qualified personnel, effective leadership, as well as effective collaboration between the divisions involved and sufficient support from other departments within the organization.…...

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References

Kanovska, L., & Tomaskova, E. (2016). Interfunctional coordination of service offered by manufacturers. Engineering Economics, 27(5), 519-526.

Pihlak, U., & Alas, R. (2016). Leadership style and employee involvement during organizational change. Journal of Management & Change, 29(1), 46-66.

Van Dijk, R., & Van Dick, R. (2009). Navigating organizational change: change leaders, employee resistance and work-based identities. Journal of Change Management, 9(2), 143-163.

H oles and esponsibilities
In a bid to clearly understand the roles and responsibilities the H department plays in an organization, I had a rare privilege to interview the Human esource Manager of our organization, Fox Sports Network. He enumerated a number of these roles and responsibilities thus:

The human resources department serves myriad functions within an organization. Its major roles and responsibilities include ensuring that an organization complies with the labor laws. The department engages in hiring and training of employees and keeps an organization's records (Mooney, 2014). It is also involved in worker compensation, relational assistance, and handling of specific performance issues.

First forward to ensuring compliance with labor laws, it is the responsibility of the human resource department to ensure that all the organization's engagements with regard to hiring are in line with employment regulations. An organization has to comply with issues pertaining to number of breaks given per number…...

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References List

Mooney, L. (2014). Key Functions of an HR Department. Houston Chronicle.

 http://smallbusiness.chron.com/key-functions-hr-department-31206.html

H Training Class Imagine a member H department a small retail company upper management asked create an employee customer service training class employees. 1. Justify an assessment company's proposed employee customer service training, stressing (5) ways assessment expose existing performance deficiencies.
Customer service training class for employees

Need for customer service training class

Our company has thrived as a result of customer satisfaction. We have managed along the years to not only maintain our pool of clients but at the same time to ensure that our references have driven our business further and extend our range of clients, our market segment, and most importantly our brand in the region. However, we operate in a very volatile and changing environment. Competition is the soul of improvement and we must always rise above the challenges the market poses and our competitors.

In order to keep our place on the market and further improve it, we need…...

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References

Evenson, Renee. Customer Service Training . 2011. Available online at  http://www.slideshare.net/tmthein/customer-service-training-101-quick-and-easy-techniques-that-get-great-results 

National Oceanic and Atmospheric Administration. Coastal Services Center. Needs Assessment Training. 2013. Available online at http://www.csc.noaa.gov/needs/section_a.html

HR Task Performance
Human resources and HR managers contain enormous potential in their ability to align a larger corporate strategy into its own inner workings. Specifically, HR managers working within PM and leadership for elderly services can greatly affect the overall performance of the organization by identifying and completing tasks that support the overall mission. This role within human resources depends on the leader's ability to gather resources and disseminate them accordingly.

For example, HR managers in this case must develop, update and implement important policies. These polices must be standardized and put down in writing. Implementation of these plans must be done by actually performing the outlined policies and putting them into practice, otherwise the policy is useless and not worthwhile. Distinguishing between quantity and quality is also very important in this situation as the tendency for overkill is strong within the social services industry.

Dealing with money with a human services…...

H Process
The well-known Americans with Disabilities Act (ADA), the EEOC, Department of Homeland Security and the Department of labor outline the various provisions that are formatted to ensure the people with disability, the minority groups, and every caliber of Americans have equal access to the employment opportunities. The laws and provision are meant to ensure the people with disability live a normal and comfortable life, there is a reduce discrimination in term of color, race, country of origin, religion or sex. The EEOC for instance ensures that the rule of law is followed in employment and no single organization uses the neutral laws to disadvantage a given group or individual.

The ADA is mandated to ensure the Americans living with disability enjoy equal employment opportunities, equal rights to access and enjoy State and Local Government Activities, easy access to public transport, access and equal utilization of public accommodations, fair housing, fair…...

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References

Edie Grace, (2010). Discrimination against the Disabled in the Workplace. Retrieved May 5,

2011 from http://www.ehow.com/about_6744403_discrimination-against-disabled-workplace.html

U.S. Department of Justice, (2006). A Guide to Disability Rights Laws. Retrieved May 5, 2011

from http://www.ada.gov/cguide.htm#anchor62335

Essential Mental Functions: the new senior developers are expected to reveal fair behavior towards their colleagues, subalterns, supervisors and clients. Among the most important mental functions that need to be possessed are: the ability to discern between what is right and what is wrong and what is ethical and what is unethical; empathy and kindness; the ability to make and enforce decisions; a good and reliable memory; originality, creativity and a sense for innovation (extremely important within the it community); the ability and desire to engage in cognitive efforts; the ability to be reasonable and communicative; the ability to rely on his/her own power and skills to resolve a task or a problem (such as a conflict in the workplace); the function of being temperate

Essential Physical Functions: considering that the candidate possesses the necessary mental functions, the necessities regarding physical functions are less comprehensive. Given the rather sedentary nature of…...

1. The importance of creating a psychologically safe workplace environment
2. Strategies for promoting psychological safety in the workplace
3. The impact of psychological safety on employee well-being and productivity
4. How leadership styles influence psychological safety in the workplace
5. The role of trust and communication in fostering a psychologically safe workplace
6. The connection between psychological safety and diversity and inclusion efforts
7. How to address and prevent workplace harassment through promoting psychological safety
8. The benefits of psychological safety for organizational culture and innovation
9. Case studies of organizations that have successfully implemented psychological safety initiatives
10.....

1. Technology has revolutionized human resource management by facilitating recruitment processes through online platforms, enabling organizations to reach a wider pool of candidates and streamline the selection process.

2. The implementation of HR technology systems such as applicant tracking systems and talent management software has significantly improved the efficiency of administrative tasks, allowing HR professionals to focus on strategic initiatives and employee development.

3. Technology has enabled real-time monitoring of employee performance and feedback mechanisms, enhancing the effectiveness of performance appraisal processes and promoting continuous improvement within organizations.

4. The use of data analytics tools in HR management has provided....

During the COVID-19 pandemic, many organizations were forced to transition to remote work in order to ensure the safety of their employees. This sudden shift presented challenges for both employers and employees, particularly in terms of maintaining productivity and employee well-being. Human Resources (HR) departments played a crucial role in supporting employees who were struggling with remote work during this challenging time.

HR departments took proactive steps to address the unique challenges that remote work presented to employees. One key initiative was the implementation of virtual mental health resources and support programs. With the isolation and uncertainty brought on by....

1. paragraph