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. I read regarding what a few of the leading organizations are doing to deal with the increasing tendency of variety, and the benefits of having a varied staff. I found that some managers think that the problem of variety is a trouble which must be managed, however it is much more productive for managers to look at variety for what it is-a chance to take advantage of the international market. Additionally, to maximize the productivity of a place of work, motivating the greatest possible scope of ideas and expertise by way of employing varied employees is important. Catering to the requirements of a varied staff is a vital part of management. Providing flextime for moms, or job sharing for seniors, or maternity and paternity leave is significant in today’s’ companies. ENVIRONMENT: I found out that there are legal, social and competitive problems when controlling people in an internationally competitive atmosphere, and a financial technique of HRM is calculating performance. I read about how efficiency can improve productivity, particularly as companies are downsizing and worker morale is decreasing. I found out a few of the legal ramifications of controlling people, and how improving quality of work life (QWL) enhances productivity. INTERNATIONAL DIMENSIONS OF HRM: There are lots of points to consider when coping with people from various cultures in the place of work, and communicating with global customers. It was exciting to read about the instances of expatiates who work overseas and how significant it is for them to know foreign customs, and the types of problems that they cope with, for example issues in interaction or cultural differences which set back development.
I found out the problems of age discrimination and the sensitive matter in relation to downsizing. and that one must never suppose that there is no sexual harassment taking place at work. I found out that there are two kinds of sexual harassment. for example in medical care. for example IBM in their attempt to cater to working moms. a cleaning solutions organization which comes up with complete cleaning service plans for customers to get sterile facilities. I also found out about people with handicaps and how they are entitled to “reasonable accommodation. The organization is growing and has intentions to go . making it a pleasure for customers to work with the organization. LEGAL CONTEXTS OF EMPLOYEMENT DECISIONS: This reading was of high interest to me because it defined civil rights laws and Supreme Court interpretations of the laws. I read about work-life programs where things such as childcare and daycare are getting more acceptable as benefits packages to attract and retain expertise in the contemporary world of business. It was exciting to read that organizations which adopt such high performance work practices are much more successful. I found out that it is very important keep workers satisfied to ensure that their attitude at work is mirrored favorably onto the customer. a memo to address first level managers at a company situation named InterClean. and it educated me on how much managers must be conscious of these types of laws because litigation suits can be extremely expensive.FINANCIAL IMPACT OF HRM ACTIVITIES: It was exciting to read about behavior costing and how things such as absenteeism influence the financial development of a firm. I was fairly intrigued at how complicated some of the laws were. and how high worker turnover can be expensive. I found out that individuals who desire to report a sexual harassment complaint must first notify the harasser that their behavior is unwelcome.” FROM DOING ASSIGNMENTS: There was one individual assignment this week. and how severance packages and signing waivers are getting more widespread so as to downsize without being worried about being sued.
among others. to compliance problems in the organization. to the challenge of creating multi-functional groups. As for the best practices for working in a varied work place. national origin. and encourage a team-like atmosphere and group people collectively in teams. I found out that a few of the things which fall under this class are encouraging variety. and (iii) the best methods for working within a varied working atmosphere. improved benefits. FROM INTERACTING WITH CLASSMATES: From the Information of Interest Thread: . increase quality of work life (QWL) by providing flextime. In the assignment. The readings came in really helpful for the memo writing. grouping teams prudently.. was to make certain workers know what is expected of them. age. flexible plans.international in the coming years. (ii) management actions which are in line or out of line with employment laws. A few of the management steps which are in line and out of line incorporate things which break laws passed by Congress. use a democratic type of leadership to boost confidence and create skills. there were three points in the memo which I learned most about: (i) how a manager’s conduct can influence worker efficiency. and competitive pay. discrimination against ancestry or cultural characteristics for example skin color or faith. These incorporate. and enforced by The Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP) in which promote fair employment. A few of the methods to enhance productivity. fit in the right people to the right job. sex or pregnancy. providing flexible work plans and attractive payment packages to keep best talent. The merge of InterClean with EnviroTech was of specific use in the assignment since there were lots of things to consider. when taking into consideration the InterClean business situation. from the low morale of the employees during water cooler discussions.
“Demonstrate the handicap as an aim not a problem. and the other way around. and whistle blowing. and when the organization begins doing better.” NAME observed a growing pattern of job changing where organizations are doing massive layoffs and after that keep an eye on workers who join employment agencies. As NAME wrote. it's still discriminatory to presume this since legally we are bound by equal opportunity in hiring. DQ RESPONSES TO KEEPING EMPLOYEES COMPETITIVE AND CHALLENGES FACED IN CHANGING ORGANIZATIONAL ENVIRONMENTS: NAME proposed training workers with the current technologies keeping workers updated resources with modifications in the organization. employing them back as temporary employees in their previous jobs. Amy proposed that it would assist to overcome issues with integrating them by working to motivate workers to be advisors and assist the individual in question reach their set goals and. they employ them back full-time.” I found out that there are a few jobs which ladies just can’t do that men can. Subordination usually implies that they will not get their way in a supervisorsubordinate conflict. But. With regards to arbitration. She said good interaction is essential to keeping workers clear on what is expected of them. For workers having handicaps. “I haven't seen decisions in support of the worker. arbitration. The one thing I found out is that different civilizations have different opinion of what is suitable on the job and what is not.I enjoyed the discussions on profanity and arbitration in the information of interest thread. I found this to be . it appears that workers that have a problem with a supervisor or manager normally do not win their case. other than in the sort of severance deals. Other subjects interesting to me in this week’s thread were regarding profanity in the workplace (and how various cultures have different levels of acceptability on the subject).
job shadowing. It is something which the US requires to do more. since . Amy introduced an interesting angle to the table in that in Japan. feelings of being valued. and coaching. but. but in today’s office. I believe this is a superb method if it is applied and analyzed by human resources. job sharing. and so on. during these types of hard times. Amy proposed that good management in the workplace these days is to simply “ask” the workers to do something. As we become more globalized. but aren't always as trend-setting as their Japanese counterparts. among others. “getting equipped with the correct skills is essential. I think that workers enjoy being asked instead of being told what to do. I believe Americans are beginning to realize they must begin looking more toward the long run.” I was in horrified by NAME’s experience with power sharing with favorites in her work place. and letting other people to move up in the organization depending on reputation. Her organization requests workers how satisfied they are in particular areas linked to management. since Americans have a tendency to ride on trends. NAME agreed with NAME that she has been a victim of her organization ignoring her talents as well as skills. This is not just sound practice. It provides them a feeling of pride in achieving something which they were not just told to accomplish. it doesn’t shock me that organizations are resorting to this. companies are gearing towards the future and are implementing future planning strategies to make their companies successful. She felt unappreciated and less motivated to do her work. As she states. so as to inspire teamwork. uses training. They also assist employees develop the abilities they require for their job. or the Japanese have will get way ahead of the game. that keeps workers successful. NAME’s organization.alarming and bordering on unethical business practice. NAME’s organization does yearly “employee engagement” that helps develop action plans and tackle problems. to the contrary. and never to request them to do anything you wouldn’t do by yourself. perks. skilled and competitive.
“To remain competitive manages must give up their ideas of information hoarding and adopt knowledge sharing. “How would you suggest keeping a facility full of all-stars competitive…working with sales representatives that already believe there the best players in a facility?” He stated a good method to keep individuals competitive is to benchmark them against each other. and this competitive strategy can bring out the best productivity. But I agree with the normal opinion with the class that it's necessary to not allow this to take place. NAME described that. My classmates also had an exciting thread about how people have a tendency to work for “paychecks” these days and give not more than the forty hour effort they are required every week. She stated that. NAME provided an excellent instance of a person in her organization that was fired who never shared any of his job knowledge.” This is a fantastic reflection. Workers should be motivated to develop their abilities for greater productivity. This resulted in the organization losing a ton of . Ruling with an iron fist can be simply passed on from one manager to the next. NAME and NAME acknowledge that it’s uncommon to find people who seek more fulfillments from their jobs nowadays. other classmates such as NAME discussed hierarchal management methods and gave superb input on how hierarchy is definitely a touch cycle to break in a company which has been using it for a long period. I find this unfortunate. that’s all they know. He stated.it means continuous ideas and input and provides methods to improve the quality of work life for workers. the class talked about a lot of issues encountered with managers being possessive regarding their jobs and not wishing to share knowledge for the fear of being fired. Sharing job knowledge is an important part of this. As far as hierarchal places of work. but correct. “A company is just as good as its people. Subordinates learn from their managers how to control. Aaron shared an exciting experience from working in sales. or simply because they don’t desire to share power. and when they are elevated from within.” But.
It is insensitive to evaluate people from different civilizations depending on your own cultural values. I was also surprised at NAME’s post on how organizations are actually charging workers for being fat. She finds out value in the idea that her organization employs people of variety. NAME. This was an exciting. NAME pointed out that she has learned a lot and received appreciation of other civilizations by dealing with people from various ethnic backgrounds. since it enhances the possibilities of the organization doing better particularly when coping with varied customers. NAME and some other classmates also shared their experiences on power sharing and just how it is both challenging as well as sadly.money attempting to scramble to keep up when he was fired. NAME. wellwritten story. DQ RESPONSES TO DIVERSITY IN THE WORKPALCE: I found out a lot from my classmates’ discussions regarding variety in the place of work. gave an instance of a cultural difference . Michelle Myrick also provided a good example when a student from India came into her class and classmates complained that she “stunk”. for example. and of their experiences. I’ll be amazed if this idea takes off (particularly with over half the American population being obese!). for me. for example. and a fine read. This. was a fantastic instance of one of the numerous challenges encountered with employing varied employees. since a number of Indians eat extremely hot and spicy food that impacts their natural body odor. having first-hand experience working with people from varied backgrounds. It was encouraging to read from classmates how varied their own organizations are when compared to before. usual on the job. This is really unethical as well as unjust. stated that she used to work for a government organization comprised of a variety of cultures. I related to her story regarding food being prepared in the kitchen area that people complained about due to the strong and foreign smelling spices. This was obviously insensitive and unaware.
NAME speaks English as well as Spanish with complete confidence and he said it has assisted him take care of Hispanics and Latinos.” We have a couple of classmates such as NAME and NAME who have army backgrounds. She stated that the experience was wonderful.problem which she helped her organization fix with an outside customer. One more diversity subject that came up was the advantage to employing bilingual workers. a custom in Japan. and how they overcame them. NAME has a much diversified background having been placed in China roughly 3 times when she worked for a production organization. and during their deployments. NAME. NAME described how putting on specific colors might be offensive in some countries. . and in order to get together with people. In case she had not grasped the cultural difference. her organization might have lost that customer. and knowing Chinese tradition was important to her achievement overseas. I also enjoyed NAME’s story regarding his friend. and came back from it being all the smarter regarding traditions and practices from people of various backgrounds. Theresa and NAME discussed how variety training is one method to deal with the increasing issues of people not having the ability to interact effectively at work because of lack of knowledge of the varied people at the office. understanding about the “do's and don’ts”. “In case you are planning to grow your business into different countries and get customers from that country you better know their norms as well as tradition. they came across a lot of problems of diversity. He didn’t take into consideration that NAME was from the Maldives and that he was Muslim so didn’t drink. I loved understanding about what those problems were. In NAME’s attempts to integrate into Japanese tradition. However he learned from NAME’s instance of accepting the token with graciousness and knowing that the gesture was extremely liked nonetheless. As NAME stated. Aaron. who ran the hostel where he was remaining in Japan. he gave NAME a present of wine as a symbol of thanks and friendship.
you must know these types of differences so that you don’t make a mistake in your deals with them by offending them. . which prevent you from doing your work efficiently. specially when working overseas.
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