Write a 6–8 page paper in which you:

1. Briefly explain your overall understanding of conducting employee background checks. Why are they done? Why are they important? Be clear with your discussion.
2. Identify and discuss at least two types of background checks you believe most organizations conduct and explain how you will ensure the types you select are properly administered in the company.
3. List and describe at least five employee drug-testing procedures you would implement to comply with state drug-testing laws. How would you ensure adherence to the procedures?
4. Briefly discuss your understanding of bona fide occupational qualification (BFOQ), affirmative action preferences, and promotions. Then, identify at least three actions you would take to avoid employment law issues with these topics. Be specific.
5. Go to Basic Search: Strayer University Online Library to find at least three quality academic resources for this assignment. Note: Wikipedia and other websites do not qualify as academic resources.

Resources to use:

 

David J. Walsh. 2019. Employment Law for Human Resource Practice (6th ed.). South-Western Cengage Learning.

United States Department of Labor. 2020. Summary of the Major Laws of the Department of Labor. https://www.dol.gov/general/aboutdol/majorlaws

United States Equal Employment Opportunity Commission. 2020. Types of Discrimination. http://www.eeoc.gov/laws/types

United States Equal Employment Opportunity Commission. 2020. Prohibited Employment Policies/Practices. https://www.eeoc.gov/laws/practices/

The Leadership Conference. 2001. Affirmative Action. http://archives.civilrights.org/resources/civilrights101/affirmaction.html

Life Coach Directory. 2016. The Seven Challenge Areas for Work-Life Balance. https://www.lifecoach-directory.org.uk/lifecoach-articles/the-7-challenge-areas-for-work-life-balance

United States Department of Labor. No date. Occupational Safety & Health Administration. https://www.osha.gov/

United States Department of Labor. 2020. Occupational Safety & Health Administration Newsroom. https://www.osha.gov/news

Angela Reddock-Wright. 2012. 6 Tips to Avoid Harassment and Discrimination Claims. https://i-sight.com/resources/6-tips-to-avoid-harassment-and-discrimination-claims/

Rapid Learning Institute. 2010. The Top Five FMLA Compliance Mistakes That Could Land You in Court. http://www.kansastag.gov/AdvHTML_Upload/files/FMLA-5-Slip-Ups-White-Paper.pdf

Canice Prendergast. 1993. Discretion and Bias in Performance Evaluation. https://faculty.chicagobooth.edu/canice.prendergast/research/DiscretionAndBiasInPerformanceEvaluation.pdf

FindLaw.com. 2018. Constructive Dismissal and Wrongful Termination. https://employment.findlaw.com/losing-a-job/constructive-dismissal-and-wrongful-termination.html

 

Dismissal Meeting

Instructions

Imagine that you are an office manager and you have been tasked with the job of coordinating and leading the dismissal meeting for an employee layoff.

Requirements

Write a 6 to 8 page paper in which you:

• Propose three ways that a manager can cope with any negative emotions that may accompany an employee layoff.
• Describe a step-by-step process for conducting the dismissal meeting.
• Determine the compensation that the fictitious company may provide to the separated employee.
• Create a chart that depicts the timeline for the disbursement of the compensation.
  • Use Microsoft Word or an equivalent application, such as OpenOffice.
• Predict three ways that this layoff may affect the company.

Use at least three high-quality academic resources in this assignment. Consider beginning with your course textbook and quality sources that can be found in the Strayer Library.

Note: Wikipedia does not qualify as an academic resource.

write 3-4 pages respond to the question, be concise with your respond and provide examples. 

FIRST CLASSMATE 

Discussion 12: Organizational Culture

Soloaga (2019) mentioned Schein (1990), defined organizational culture as a set of behavioral habits generated by the people who make up a company. Therefore, the employees, leaders, supervisors, stakeholders, and CEOs make up the organization.  Organizational culture is collective (Andrianu, 2020). It is important to assess how one feels, how one thinks, and how one behaves. Behaviors are actions in which one displays. Attitudes and values are also important to consider within the organizational culture. As we know, values and beliefs are what makes up an individual. It is vital for the attitudes, values, and beliefs to align with organizational beliefs, mission, and vision. If the values, attitude, and beliefs do not align with the organization’s beliefs, mission, and vision, then it is quite obvious that the organization may not be a good fit for the individual. It is important to conduct research and be aware of the organizational culture before applying to work for an organization. Working for an organization in which you do not believe in will not benefit the organization nor the self.

It is important to understand organizational culture as it can teach you what the organization stands for and represents. I have a private practice counseling agency named Gracefully Purposed Counseling & Consulting, LLC. When I shared this name with one of my supervisors, she was hesitant to like the name because she felt that others would associate it with Christianity. I can understand how she came to that conclusion, however, that is not all the organization represents. The organization represents wholeness, healing, transformation, etc. My attitude, values, and beliefs assisted in shaping my organizational culture. It is who I am, and I am who my business represents.

It is imperative to note that without proper research of an organization and what they stand for can hinder job performance if hired. Therefore, as we can see, it is essential to learn about the organization in which one prospectively wants to work for or already work for. Another thing to take into consideration is the fact that individuals do change overtimes, as well as organizations. So sometimes it is beneficial to review and assesses one’s values, beliefs, and attitude to ensure they still align with the organizations.

ANDRIANU, A.-B. (2020). Resilient organizational culture: Cluj-Napoca case study. Eastern Journal of European Studies, 11(1), 335–357.

Díaz-Soloaga, P. (2019). The role of communication in organizational culture. Is there a pattern in Spanish fashion companies? El Profesional de La Información, 28(5), 1–10. https://doi-org.ezproxylocal.library.nova.edu/10.3145/epi.2019.sep.06

CLASSMATE 2

Discussion Post 12

Topic: Why is it important to understand the organizational culture?

            Organizational culture is significant in that it influences the longevity and success of the business. Organizational culture is defined as shared values, beliefs, or perceptions held by employees within the organizational unit (Taylor et al., 2018). As a leader, it is vital to define the culture of the organization. In doing so, it creates good working relationships and promotes ethical communication amongst employees (Kumar, 2016). Collaboration is a vital component that assists in the, overall, betterment of the organization. This element motivates employees succeeding together. “Organizational Culture factor are important to establish a strong working environment, a better human relation which motivates employees to perform duties and put their maximum output towards achievement of organizational goal along with their personal objective”, (Kumar, 2016). Taylor et al. (2016) explained that organizational culture can enhance or hinder employee productivity. Obtaining a healthy work culture urges employees to cohesively achieve organizational goals (Kumar, 2016).

            One of the biggest dilemmas in leadership today is the ability for the designated individual to actually lead the team. An effective leader should utilize team building, team development, and team management approaches to assist in increasing cohesion in the workplace (Center for Creative Leadership, 2019). Most leaders appear to be more concerned with designating tasks, instead of building a unified work environment. In actuality, one of the benefits of team work is the increase of productiveness amongst the staff. “When work is divvied up among members of a team, it gets done faster, making the overall business operate more efficiently. Your team will develop a sense of comradery as you work toward a common goal” (Center for Creative Leadership, 2019). Employing a collaborative work environment can definitely aid in the increase of productivity, among the employees, within the organization. Employees will strive to achieve goals more, if they feel a sense of belonging within the company. This is why it is imperative or leaders to understand and establish organizational culture.

Center for Creative Leadership (2019). “The Top 6 Leadership Challenges Around the World”. Retrieved from, www.ccl.org/articles/leading-effectively-articles/top-6-leadership-challenges/ (Links to an external site.)

Kumar, A. (2016). Redefined and Importance of Organizational Culture. Global Journal of Management and Business Research: A Administration and Management, 16(4), 1-5.

Taylor, W. C., Suminski, R. R., Das, B. M., Paxton, R. J., & Craig, D. W. (2018). Organizational Culture and Implications for Workplace Interventions to Reduce Sitting Time Among Office-Based Workers: A Systematic Review. Frontiers in public health, 6, 263. https://doi.org/10.3389/fpubh.2018.00263

Background:
Pay for Performance in America’s public schools is an extremely controversial issue. Although the process has made inroads in business and is a means to help determine promotions, pay, and retention, pay for performance has not been consistently well received in the public school systems. There are some successful examples where teacher pay has been linked to student test scores. In Minnesota, for example, some districts have stopped giving automatic raises for seniority and base 60% of all pay increases on employee performance. In Denver, unions and school districts designed an incentive program where teachers receive bonuses for student achievement and for earning national teaching certificates.

On the other hand, some plans have not worked. For example, Cincinnati teachers voted against a merit pay proposal and Philadelphia teachers gave their bonus checks to charity rather than cashing them. It appears that having teachers involved in planning the incentive system is one key factor to success. The same can be said for all incentive plans – if employees do not buy into them, they will not work.

Assignment:

You have been asked by the organization’s senior leadership to explore the practicality of implementing such a program for your organization.

Questions to Research:

1. How could an organization measure the effectiveness of their pay-for-performance plans?
2. From an employee’s perspective, what are the advantages and disadvantages of using a pay-for-performance plan? 
3. From an employer’s perspective, what are the advantages and disadvantages of using a pay-for-performance plan?

The course objectives addressed by this assignment are as follows:

• Explain the various classifications of rewards.
• Describe competency-based compensation programs.
• Describe relative standards in the performance management system.
• Discuss ethical issues in HRM