KAPLAN MT203 ALL UNITS ASSIGNMENTS Question # 00060771 Posted By: spqr Updated on: 04/11/2015 07:19 AM Due on: 05/12/2015 Subject Business Topic Management Tutorials: 1 See full Answer Question Unit 2 Assignment: General Motors’ Commitment to DiversityRead the vignette “General Motors’ Commitment to Diversity” at the end of Chapter 3. Imagine that you are a consultant to GM and have been asked to help them identify ways to avoid discrimination. Write a 500-word business memo to GM leadership answering the questions found in the Assignment Rubric below (not the questions at the end of the case study). Follow the memo format found in theBusiness Memo exampleprovided. APA style is NOT required for business memos.Question 1. Of the activities and accomplishments described in this case, which does General Motors need to do in order to meet legal requirements? Which go beyond legal requirements?Question 2. Do you agree with the GM’s assumption that when employees feel fully accepted for who they are, they will feel free to contribute their talents more fully at work? Why or why not?Question 3. How might GM measure whether its efforts to promote diversity really are helping it achieve business success?unit 3The Unit 3 Assignment covers aspects of Units 1, 2 and 3. Respond to the short answer and fill-in-the-blanks items in the Assignment Rubric below. Read the Case Study: High-Flying Labor Relations at Southwest Airlines presented in Chapter 14 of your text. Even at a time when air travel has become associated with long lines, cramped seats, and invasive security, Southwest Airlines has maintained its reputation for keeping customers happy. To accomplish this, Southwest does not merely deliver passengers from one point to the next; it also tries to keep up their spirits by hiring and motivating employees to deliver a sense of fun. Complete the questions about this case study.Assignment Template and RubricLegal Aspects of HRM AssignmentComplete the questions below from Units 1, 2 and 3. Use this document as your template. Submit this document to the unit Dropbox when you have completed the Assignment.Full Name: ________________Instructions:Download this document to your computer before filling it out. Save using SAVE AS and add your name to the front removing the phrase “YourName.” All of the questions below should be appropriately answered (typed) and the document saved again before submitting to the unit Dropbox.1. Define Human Resource Management: ?????(2 points)2. Identify the three branches of the federal government and the role of each branch with regard to equal employment opportunity.Branch: ????? Role: ?????(2 points)Branch: ????? Role: ????? (2 points)Branch: ????? Role: ?????(2 points)3. For each of the following situations, identify at least one constitutional amendment, law, or executive order that might apply:A. A veteran of the Vietnam conflict experiences lower-back pain after sitting for extended periods of time. He has applied for promotion to a supervisory position that has traditionally involved spending most of the workday behind a desk. ?????(3 points)B. One of two female workers on a road construction crew complains to her supervisor that she feels uncomfortable during breaks, because other employees routinely tell off-color jokes. ?????(3 points)C. A manager at an architectural firm receives a call from a local newspaper. The reporter wonders how the firm wishes to respond to calls from two of its employees alleging racial discrimination. About half of the firm’s employees (including all of its partners and most of its architects) are white. One of the firm’s clients is the federal government. ?????(3 points)4. Identify an organization’s basic duties under the Occupational Safety and Health Act? ??(2 points)5. For each of the following occupations, identify at least one possible hazard and a least one action employers could take to minimize the risk of an injury or illness related to that hazard.A. Worker in a fast-food restaurant Hazard: ????? Action: ????? (2 points)B. Computer programmer Hazard: ????? Action: ?????(2 points)C. Truck driver Hazard: ????? Action: ?????(2 points)6. List and define the two main types of sexual harassment.1: ?????(2 points)2: ?????(2 points)7. List and describe four steps that an organization can follow to ensure a workplace free from sexual harassment.1: ?????(1 point)2: ?????(1 point)3: ?????(1 point)4: ?????(1 point)8. Read the Case Study: High-Flying Labor Relations at Southwest Airlinespresented in Chapter 14 of your text.Even at a time when air travel has become associated with long lines, cramped seats, and invasive security, Southwest Airlines has maintained its reputation for keeping customers happy. To accomplish this, Southwest does not merely deliver passengers from one point to the next; it also tries to keep up their spirits by hiring and motivating employees to deliver a sense of fun.Identify the general labor relations goals of Southwest’s management, its employees’ unions, and the society in which it operates.Management: ?????(3 points)Union: ?????(3 points)Society: ?????(3 points)Unit 3 Assignment Grading Rubricunit 4Unit 4 Assignment: Case Study AnalysisRead the Case “Managing Talent: Can Yahoo Still Attract Tech Workers?” at the end of Chapter 5. Answer the questions at the end of the case in a 2-3 page paper.To assist you with this, and other case studies in this class, a document entitled “Case Study Analysis,” is in Doc Sharing and can be downloaded for your reference. This document, and many other invaluable writing resources, can also be found at the Kaplan Writing Center.Review the Assignment Rubric (below) before starting this Assignment. Submit your paper to the unit Dropbox.unit 5Case Study AnalysisRead the Case”Taking Responsibility: Customer-First Values Shape Hiring Decisions at Zappos” at the end of Chapter 6.Answer the questions below (not the questions at the end of the case study in the text) in a 2-3 page paper. Note that the questions in this Assignment relate to both Units 4 and 5.? Select a recruitment policy that might best fit the culture of Zappos. Why is this policy a good fit for the organization? What might be the impact of the recruitment policy on the organization?? Describe the steps in the selection process at Zappos. Does this seem like a complete selection process? If not, what steps would you add?? Review the criteria for a successful selection method: reliable, valid, generalizable, practical, and legal. How well does Zappos meet those criteria? How can it measure the success of its selection methods?Requirements:1. Use the Case Study Template (available in Doc Sharing) to format your paper.2. Complete a 2-3 page paper (not including the title and reference pages).3. Answer each question thoroughly.4. Demonstrate your understanding of the information presented in the weekly reading assignments by defining terms, explaining concepts, and providing detailed examples to illustrate your points.5. Include at least two references from your reading assignments, or other academic sources, to reinforce and support your own thoughts, ideas, and statements using APA citation style.Review the Assignment Rubric (below) before starting this Assignment.unit 6Unit 6 [203: Human Resource Management]Assignment RubricIn this Assignment, through the Google performance measurement case study, you will engage in developing the following professional competencies:Obtain and process informationManaging Talent: How Google Searches for Performance MeasuresIf there’s one thing Google knows, it’s how to use software to wade through massive amounts of data and find what is most relevant. So it should come as no surprise that when the information technology powerhouse wanted to develop better managers, it started by looking at the data. As it turns out, Google found plenty to learn. Like most businesses, Google had files of data about managers— results of performance reviews, surveys measuring employee attitudes, and nominations for management awards. Unlike most businesses, Google figured out how to analyze all that data to come up with a profile of the kind of manager whose team is most successful.The company’s people analytics group (which brings together psychologists, MBAs, and data-mining experts) analyzed 10,000 observations about managers in terms of more than 100 variables, looking for patterns. The initial finding was a surprise to some at a company that had once operated without managers: teams with good managers outperform teams with bad managers. But what makes a good manager? Under the leadership of Google’s HR vice president, Laszlo Bock, the company distilled its findings into a list of the behaviors that get results:1. Be a good coach.2. Empower your team. Do not micromanage.3. Express interest in team members’ success and personal well-being.4. Don’t be a sissy: Be productive and results-oriented.5. Be a good communicator, and listen to your team.6. Help your employees with career development.7. Have a clear vision and strategy for the team.8. Have key technical skills so you can help advise the team.Allen, F. E. (2011, March 13). Google Figures Out What Makes a Great Boss - Forbes.Retrieved from http://www.forbes.com/sites/frederickallen/2011/03/13/google-figures-out-what-makes-a-great-boss/Unit 6 [203: Human Resource Management]Perhaps those points sound obvious. But keep in mind that someone hired as a programming or analytic whiz and later promoted to a managerial role might not have given much thought to, say, cultivating the ability to express interest in team members’ success, which ranks far above technical skills. Seeing this on a list identifies the behavior as something statistically related to superior performance not just in general, but at Google specifically.Furthermore, this is a behavior that can be measured (for example, by asking employees if their supervisor expresses interest in them), and it can be learned by managers who want to improve. By building performance measures in the eight key areas, Google was able to evaluate its managers’ performance and identify those who needed to improve in particular areas. It developed training programs in the eight types of desired behavior. Before and after providing performance appraisals, training, and coaching, Google conducted surveys to gauge managers’ performance. It measured a significant improvement in manager quality for 75 percent of its lowest-performing managers. ButBock isn’t resting on that success. Google intends to keep crunching the data, in case the criteria for a successful Google manager change at some point in the future. One thing is for sure: Google will continue to follow the data.Answer the three questions below in a 2-3 page paper. Follow the project guidelines below.QuestionsDescribe the five criteria for effectiveness of a performance management system and summarize how Google’s approach to performance management meets these criteria.Identify errors that could arise in the way Google collects performance data on managers. Describe how it could minimize these errors.Describe the steps or activities that might be involved in Google’s performance management process.Requirements:Use the Case Study Template here (also available in Doc Sharing) to format your paper.Complete a 2-3 page paper (not including the title and reference pages).Answer each question thoroughly.Demonstrate your understanding of the information presented in the weekly reading assignments by defining terms, explaining concepts, and providing detailed examples to illustrate your points.Include at least two references from your reading assignments, or other academic sources, to reinforce and support your own thoughts, ideas, and statements using APA citation style.Unit 6 [203: Human Resource Management]Review the Assignment Rubric (below) before starting this Assignment.unit 7Assignment RubricUnit7[203: Human Resource Management]In this Assignment, through the Managing Talent Wal-Mart case study, you will engage in developing the following professional competencies:• Understands how to approach unstructured problemsRead the case "Managing Talent: How Wal-Mart Is Setting Pay at the Top…and Bottom” at the end ofChapter 12. Answer the questions below (not the questions at the end of the case study in the text) in a 2-3 page APA-style paper. Note that the questions in this Assignment relate to both Units 6 and 7.? Compare the impact of incentive pay on the total compensation of Wal-Mart’s CEO and the company’s average workers. Does the difference in the way pay is structured at these two levels make business sense? Why or why not?? Explain how Wal-Mart’s store workers might judge the equity of the difference between their total compensation and Mike Duke’s total compensation?? Describe and compare effective performance management techniques for the CEO and for average workers.Requirements:Click on the Resources icon below to use the Case Study template (also available in DocSharing).Your paper should include a title page, reference page and your 2-3 page paper addressing the three questions below.Your paper should be double spaced, 12 point Times New Roman font.Answer each question thoroughly by examining and providing specific examples of concepts and topics.Your writing should be well ordered, logical and unified as well as original and insightful.Demonstrate your understanding of the information presented in the weekly reading assignments by defining terms, explaining concepts, and providing detailed examples to illustrate your points.Include at least two references from your reading assignments, or other peer reviewed or scholarly resources, to reinforce and support your own thoughts, ideas, and statements using APA citation style.Write your original response in Standard American English, paying special attention to grammar, style, and mechanics.For additional help with APA or writing, please visit the Kaplan University Writing Center.Review the Assignment Rubric (below) before starting this Assignment.Unit 7 [203: Human Resource Management]Unit 8 [203: Human Resource Management]Assignment RubricIn this Assignment, through the Suntrust Banks business memo, you will engage in developing the following professional competencies:Written communicationSun Trust Takes Training to the BankRead the vignette “SunTrust Takes Training to the Bank” at the end of Chapter 7. Review the information about needs assessment, training methods and measuring the success of training programs in Chapter 7.SunTrust Banks, based in Atlanta, operates the eighth-largest U.S. bank. It also has several subsidiaries offering other financial services such as mortgage banking, insurance, andInvestment management. The bank serves customers in Florida, Georgia, , NorthCarolina, South Carolina, Tennessee, Virginia, West Virginia, and the District of Columbia. As the banking industry struggled to recover from the recent financial crisis and recession (and new regulations) that followed, SunTrust’s management decided that the key to the company’s future lay with fully engaging employees in serving customers. That approach is consistent with the company’s mission of “helping people and institutions prosper.”SunTrust began to restructure its banking business in accordance with three guiding principles: (1) operating as a single team; (2) putting clients first; and (3) focusing on profitable growth. This principle-driven approach to growth requires managers who know how to foster employees’ commitment to their work and their clients. To that end, SunTrust has made it a priority to develop managers’ leadership skills. First-line managers receive training in how to coach and lead others. Middle managers work with mentors on their leadership skills. Upper level managers use assessments by peers, subordinates, and others to identify areas for growth and, with coaching, develop leadership skills taught during a three-week training program. SunTrust also selects its top 3,500 managers to receive training in employee engagement. For training aimed at emotions to be relevant, it must enable better job performance. The bank also provides learning support on itsSunTrust Learning Portal. Since SunTrust initiated the new training programs, it has seen evidence of improved performance.Directions:You are the Training Manager for SunTrust. The Director of HR has some specific inquiries about the new programs and the future of the training programs. Address the following four items of concern from the Director in a 500-word business memo.Define “needs assessment”. Identify the three questions that SunTrust would need to answer to assess their needs in the broad areas of organization, person, and tasks.Unit 8 [203: Human Resource Management]2. List an appropriate traditional training method that could be used to foster ethical behavior atSunTrust.3. List two appropriate ways that SunTrust could measure the success of its training program.MaximumMaximum PointsAssignment Grading RubricUnit 9 AssignmentImagine having a discussion with the CEO of your organization about the diversity of the US population and the globalization of business. Leadership believes that it is important for employees to be able to work well with people who are different from them. The CEO wonders about the need for diversity training and asks you to let her know how you would approach such training.DirectionsReview the information in your textbook on linking training to the needs of the organization, the stages of instructional design, and employee development methods. Write a 500-word business memo to the CEO responding to the items found in the Assignment Rubric below. Follow the memo format found in the Business Memo example provided. Note that the questions in this Assignment relate to both Units 8 and 9. APA style is NOT required for business memos.Review the Assignment Rubric (below) before starting this Assignment. Submit your paper to the unit Dropbox. Rating: 4.9/5
Solution: KAPLAN MT203 ALL UNITS ASSIGNMENTS