Students, please view the “Submit a Clickable Rubric Assignment” in the Student Center. Instructors, training on how to grade is within the Instructor Center. Assignment 1: Not All Companies Are Viewed as Equal Due Week 4 and worth 175 points In the land

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Students, please view the “Submit a Clickable Rubric Assignment” in the Student Center.
Instructors, training on how to grade is within the Instructor Center.

Assignment 1: Not All Companies Are Viewed as Equal

Due Week 4 and worth 175 points

In the land of free trade the public does not view all industries as equal. Do you believe that is ethical? Do you believe that some industries are unfairly targeted? Should it be consumers’ choice to partake in products that are not healthy for them, or do those companies have an ethical obligation to protect people? In this assignment you will choose one (1) industry to write about. Possible industries to research could be tobacco, soda, alcohol, casinos, or candy companies, just to name a few.

Write a one and a half to two (1 ½ – 2) page paper in which you:

1.  Become an advocate for either the consumer or the industry. Prepare an argument explaining the major reasons why you support either the consumer or the industry.

2.  Explain the role capitalism plays in corporate decision-making.

3.  Discuss if you believe it is possible for a company to cater to both its best interest and that of the consumer conjointly or if one always has to prevail. Justify your response.

4.  Use at least two (2) quality references. Note: Wikipedia and other Websites do not qualify as academic resources.

Your assignment must follow these formatting requirements:

·Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.

·Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

The specific course learning outcomes associated with this assignment are:

·Determine the considerations for and process of ethical business decision making to balance corporate and social responsibilities and address moral, economic, and legal concerns.

·Analyze selected business situations using the predominant ethical theories, such as utilitarian, Kantian, and virtue ethics to guide ethical business decision making.

·Use technology and information resources to research issues in business ethics.

·Write clearly and concisely about business ethics using proper writing mechanics.

Click here to view the grading rubric.

Grading for this assignment will be based on answer quality, logic / organization of the paper, and language and writing skills, using the following rubric.

Points: 175

Assignment 1: Not All Companies Are Viewed as Equal

Criteria

 

Unacceptable

Below 60% F

Meets Minimum Expectations

60-69% D

 

Fair

70-79% C

 

Proficient

80-89% B

 

Exemplary

90-100% A

1. Become an advocate for either the consumer or the industry. Prepare an argument explaining the major reasons why you support either the consumer or the industry. 
Weight: 35%

Did not submit or incompletelyprepared an argument explaining the major reasons why you support either the consumer or the industry.

Insufficientlyprepared an argument explaining the major reasons why you support either the consumer or the industry.

Partiallyprepared an argument explaining the major reasons why you support either the consumer or the industry.

Satisfactorilyprepared an argument explaining the major reasons why you support either the consumer or the industry.

Thoroughlyprepared an argument explaining the major reasons why you support either the consumer or the industry.

2. Explain the role capitalism plays in corporate decision-making.

Weight 20%

Did not submit or incompletely explained the role capitalism plays in corporate decision-making.

Insufficiently explained the role capitalism plays in corporate decision-making.

Partially explained the role capitalism plays in corporate decision-making.

Satisfactorily explained the role capitalism plays in corporate decision-making.

Thoroughly explained the role capitalism plays in corporate decision-making..

3. Discuss if you believe it is possible for a company to cater to both its best interest and that of the consumer conjointly or if one always has to prevail. Justify your response.

Weight 20%

Did not submit or incompletely discussed if you believe it is possible for a company to cater to both its best interest and that of the consumer conjointly or if one always has to prevail. Did not submit or incompletely justified your response.

Insufficiently discussed if you believe it is possible for a company to cater to both its best interest and that of the consumer conjointly or if one always has to prevail. Insufficiently justified your response.

Partially discussed if you believe it is possible for a company to cater to both its best interest and that of the consumer conjointly or if one always has to prevail. Partially justified your response.

Satisfactorily discussed if you believe it is possible for a company to cater to both its best interest and that of the consumer conjointly or if one always has to prevail. Satisfactorily justified your response.

Thoroughly discussed if you believe it is possible for a company to cater to both its best interest and that of the consumer conjointly or if one always has to prevail. Thoroughly justified your response.

4. 2 references

Weight: 10%

No references provided

Does not meet the required number of references; all references poor quality choices.

Does not meet the required number of references; some references poor quality choices.

Meets number of required references; all references high quality choices.

Exceeds number of required references; all references high quality choices.

5. Clarity, writing mechanics, and formatting requirements

Weight: 15%

More than 8 errors present

7-8 errors present

5-6 errors present

3-4 errors present

0-2 errors present

 

 

Project/Team Management

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Based upon your MindMap and reflections Journal, apply the process of Strategic Project Management to the talent management issue/challenge you described in the Dialogue Forum in Week 1. From your description and MindMap, you will develop a project to address talent management issues such as high turnover, low productivity, training, and succession planning.
 
TEXT PORTION – Part 1
In Part 1, use your journal reflections to write a 2-3 page paper describing the talent (people, team members and their contributions in terms of KSAs) you will need for your project. Be specific about the expertise you will need to design, develop, and implement your project. Be sure your paper has:
  1. Title Page with your name,  
  2. Introduction with a statement of purpose and description of your project, 
  3. Main Section detailing who (stakeholders) needs to be part of your team and their expertise in terms of KSAs (knowledge, skills, and abilities), and 
  4. Conclusion specifying your next steps in engaging the talent you need for your project’s success.
 
Be sure you focus on the talent (not just tasks) you will need to make your project work – what kinds of knowledge, skills, and abilities (KSAs) are required and why? Who needs to be on your team and what will their contribution be in terms of KSAs? How will you address the gaps if the expertise you need is not available? Be sure to identify the resources you need, especially in terms of skilled and talented people (Human Resources). Identify the talent the project requires. Explain how you plan to get those needs met.
 
GRID PORTION (LogFrame) – Part 2

In Part 2. you create a Logical Framework Grid for your project. This is your first opportunity to apply what you have read and viewed in Project Management Made Simple by Terry Schmidt (2009).  Through Schmidt’s  Logical Framework you will experience the fundamental steps of project management (analysis, design, development, implementation, and evaluation) starting with analysis of your project – its purpose, goals, objectives, inputs, and expected outcomes. Through this assignment you will ask yourself and your team mates many of the basic questions you must know before proceeding with the next phases of project development. Be sure your grid includes the KSAs you need to make your project successful (from Part 1). See attachment for an example of a SPM LogFrame Grid.

 
You may want to look at the following example to help guide you through the process:
 

http://www.managementpro.com/ideas/videos/

 

Problem 2

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Problem 2.  Mr. Mom

Amy Lawrence and John Delford have both been working for Defense Plants, Inc. for over 20 years. Amy is a supervisor and John is a production worker as well as a union steward for the smallest manufacturing plant. According to employment records, they have performed their respective jobs well over the years and have acted professionally in the past, representing their respective sides properly.

Bob Edwards has been an employee only 11 weeks. As of last Tuesday, he joined the union, which he was allowed to do after 10 weeks of employment.

Bob’s supervisor is Amy Lawrence.  Last Wednesday, a day after he joined the union, Bob informed Amy that he was not able to stay late on Wednesdays to complete a clean up job even though Amy reminded him twice. In fact, Amy informed Bob that now that he is a permanent employee and under the union contract, he is required to clean up each Wednesday, once a week, after work hours. Bob has apologized to Amy, but has also advised her that he is not able to do the cleaning because he must leave at 5 p.m. sharp each day to pick up his daughter Telitha from day care. (His wife works evenings.)

Following are further details about the case:

  1. Bob’s job description does not actually contain clean up as one of his tasks.
  2. Bob did notify Amy when he first started the job that he needed to leave promptly at 5 P.M. each day to pick up his daughter. Amy told him she was sure they could work something out.
  3. Bob has asked John Delford, the union steward, to obtain an exception for him.
  4. John Delford, however, agrees with Amy that a one-year-old change in the union contract requires all full time permanent employees to clean up after hours, up to 45 minutes, once per week, as designated by a supervisor. John says he is not able to obtain an exception for Bob.
  5. When Bob continues to leave sharply at 5 p.m. on Wednesdays without cleaning up, Amy threatens him with discharge. To comply, Bob finally switches day care providers to a more expensive one in another part of town, farther away, with more flexible hours.
  6. Meanwhile, in Amy’s presence, John has called Bob a “sissy man”, “Mr. Mom” “dirty Daddy” and other names. Amy scolded John, but did not take any disciplinary action. Since then, Bob has found notes and pictures in his lunchbox, ridiculing his role as Mr. Mom. In retaliation, Bob’s supporters have been anonymously posting rude slogans implying that the union and company are unethically colluding.
  7. The older employees have sided with Amy and John and the younger ones with Bob. It turns out that this issue has struck a nerve, as a number of the younger employees have had problems with the new policy. While the older employees are happy with the union and the employer, the younger employees are very unhappy. They want a new family friendly policy, which the older employees think will just spoil the workers.
  8. The younger employees consider the treatment of Bob to be something like “gender plus” sexual harassment, in that he is required to make extra sacrifice due to his responsibility as a father having to cope with day care.
  9. The atmosphere at the plant has become hostile. Several employees have threatened to quit the union, and there have been shouting matches in the lunchroom. The older employees say they are going to protest or go on strike if Bob gets his way, and the younger ones say they are going to find work elsewhere if John isn’t fired as the union steward.
  10.  Bob begins to have trouble with his health because of the stress. For one thing, he now has high blood pressure, which he has never had before. He decides to hire an attorney to sue both the company and the union. The attorney sends a demand letter, asking for Bob to receive an apology from the union and the company and an exception from the clean up duty. The attorney has offered to meet with representatives of the company and the union.

Your Assignment

You are an official of the union brought in to resolve this problem. Write a memo in Word with suggestions on how you would propose to solve this labor-employment problem. Refer to principles and examples from your reading.

Brian Conrad, the practice manager of Meadow Hills Veterinary Center, makes a claim that sounds a lot like statements you often hear in management and HR cir- cles: “The staff is my number one asset in this hospi- tal.” Sometimes statements like that are

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Brian Conrad, the practice manager of Meadow Hills Veterinary Center, makes a claim that sounds a lot like statements you often hear in management and HR cir- cles: “The staff is my number one asset in this hospi- tal.” Sometimes statements like that are puffery, but in Conrad’s case, he puts the claim into action in the way he handles performance management at his two Wash- ington State facilities.

Because the organization is small, appraisal inter- views are handled at the highest level: each employee being evaluated meets with Conrad and the owners of the practice. Conrad wants them to be full participants in the process, not nervous subjects under a microscope, so he tries to put them at ease by giving employees a few months to look over evaluation forms ahead of time so they can see what measures will be evaluated. He also keeps the meetings regular and predictable by schedul- ing a meeting with each employee twice a year.

Conrad also tries to dial down the tension by separat- ing compensation discussions from performance evalu- ations. In his experience, employees don’t listen well to feedback if they’re busy calculating whether the review will qualify them for a raise. Instead, Conrad meets twice a year with the owners to go over the budget and all the employees’ contributions. Raises and bonuses are deter- mined in those meetings and awarded to employees in meetings separate from the appraisal interviews. This keeps the appraisals focused on what is getting in the way of top performance and how employees can improve.

Conrad also tries to keep appraisal interviews posi- tive by not waiting for appraisal time to address perfor- mance problems. His understanding of his position is that he is responsible for addressing performance prob- lems as they arise. When a situation can’t be resolved by a few words from a supervisor, Conrad invites the employee and his or her supervisor to join him for lunch away from the workplace. There they discuss the issue and look for a solution.

Conrad doesn’t limit communication and feedback to problems. He tries to know employees and their work situations better by looking for informal oppor- tunities for two-way communication. If he needs to run an errand or attend a community event, he invites one of the employees to accompany him and uses that time to ask about their career goals and how they feel about their work. Often, he uncovers opportunities for employees to develop and use untapped skills. In one

case, a part-time administrative employee indicated she was interested in full-time work. Over lunch, Conrad and the employee mapped out possible career paths, and she decided to get involved in treatment of the ani- mals. She continued to apply her administrative skills by coordinating surgeries and dentistry, and she enrolled in continuing-education classes so she could assist in the treatment area.

This approach to performance management is part of a larger objective at Meadow Hills. Conrad says he promised employees, “No team member will leave the practice feeling unchallenged, concede to a lack of direction, or have professional growth hindered.” Keeping that promise requires a combination of care- ful hiring, ongoing training, and honest review of any mistakes that are made. When employees don’t per- form up to expectations, managers evaluate whether changes are needed in training or hiring. Conrad expects that employees will keep their part of the bar- gain by showing a willingness to try new opportuni- ties and participate in problem solving. If employees aren’t willing to buy into this culture, Conrad won’t keep them on board. But apparently not many want to leave. While the rate of employee turnover for the veterinary industry is about 30%, turnover of Meadow Hills has fallen from 25% several years ago to just 10% soon after Conrad made his promise to employees.

SOURCES: “Four Ways to Add Value to Employee Evaluations,”
Veterinary Economics, January 2010, Business & Company Resource Center, http:// galenet.galegroup.com; “Help Me to Help You,” Veterinary Economics, August 2008, Business & Company Resource Center, http://galenet.galegroup .com; and Brian Conrad, “Make the Promise: Keep Your Team,” Veterinary Economics, May 2008, Business & Company Resource Center, http://galenet .galegroup.com.

Questions

1. Based on the information given, discuss how well the performance management at Meadow Hills Veteri- nary Center meets its strategic, administrative, and developmental purposes.

2. What methods for measuring employee performance do you think would be most beneficial for Meadow Hills? Why?

3. Evaluate Brian Conrad’s approach to appraisal inter- views. Write a paragraph or two summarizing what Conrad is doing well and how he might further improve the effort. 

 

Please number them as you write them.. Thank you!!!

HRM 546 Human Resource Law Week 1 DQ

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First Message: What is work?

Who is an Employee

To Fire, Retain or Be Sued?

The Black Swan

I remit a link to an article concerning the issue of interns in the work field. It arises out of a lawsuit concerning the film, The Black Swan.

http://www.propublica.org/article/unpaid-interns-win-major-ruling-in-black-swan-case-now-what

But see the response from a news magazine that uses interns.

http://www.theatlantic.com/business/archive/2013/06/the-court-ruling-that-could-end-unpaid-internships-for-good/276795/

And so how does this play out?

The original decision concerning The Black Swan has been somewhat reversed by a decision of the US Court of Appeals for the 2nd Circuit on Thursday.

I remit a link to an article about the decision. It will have an obvious impact on the issue of unpaid internships, going forward.

 

Employee or Independent Contractor

Employee or Independent Contractor

Who is an employee and who is an independent contractor, I remit for your consideration a link to an blog posting about the very recent decision of the United States Court of Appeals for the 9th Circuit, ruling that Federal Express Drivers are employees and not contractors. The control test was deemed the operative factor.

http://audetlaw.com/federal-express-drivers-ruled-employees/

I remit a link to a very recent article with a decison concering a CA determination that Uber drivers are employees and not I/C’s.

answer the following questions

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  • 1. Can psychological capital impact satisfaction and organizational commitment?

    2. Can wages affect the psychological constructs of psychological capital?

    3. Can psychological capital be developed via training and impact individual performance? 

     

     

     

    refrences you can use:

     

    Psychological Capital

    Psychological capital is a positive psychological state with four components: self-efficacy, optimism, hope and resiliency. Self-efficacy means having confidence in oneself to complete goals. Optimism is more than just being positive; it is purposely and positively reframing external negative experiences. Hope is about persevering toward goals, redirecting yourself when faced with a setback. And resiliency refers to one’s ability to bounce back from adversity. Together they are greater than the sum of their parts.

    Psychological capital, like widely recognized concepts human and social capital, is a construct similar to economic capital, where resources are invested and leveraged for a future return. Psychological capital is different from human (‘what you know’) and social (‘who you know’) capital, and is more directly concerned with ‘who you are’ and more importantly ‘who you are becoming’ (i.e., developing one’s actual self to become the possible self).

    Psychological capital is operationally defined as an individual’s positive psychological state of development that is characterized by: (1) having confidence (self-efficacy) to take on and put in the necessary effort to succeed at challenging tasks; (2) making a positive attribution (optimism) about succeeding now and in the future; (3) persevering toward goals, and when necessary, redirecting paths to goals (hope) in order to succeed; and (4) when beset by problems and adversity, sustaining and bouncing back and even beyond (resiliency) to attain success (Luthans, Youssef, & Avolio).

     

     

     

    Helping College Grads Transition to Work

     

     

    Cultivate ‘psychological capital’ to help college grads transition to work.

    Interview by Kathryn Tyler 5/1/2014

     

     

    For millions of eager young college students, May means graduation; for Rachel Klemme Larson, Ph.D., it’s time to get to work. Larson is assistant director of career services at the University of Nebraska-Lincoln College of Business Administration. She has been helping college students find jobs and adjust to the workforce for the past nine years. When several alumni told her that the workplace was not what they expected, she probed further to see why some graduates transition well and others do not. Her research—which is discussed in “Newcomer Adjustment Among Recent College Graduates: An Integrative Literature Review,” an article co- written by Larson and published in the September 2013 Human Resource Development Review—revealed that successful new grads have a higher level of something called “psychological capital.”

    What is psychological capital?

    It is a positive psychological state with four components: self-efficacy, optimism, hope and resiliency. Self-efficacy means having confidence in oneself to complete goals. Optimism is more than just being positive; it is purposely and positively reframing external negative experiences. Hope is about persevering toward goals, redirecting yourself when faced with a setback. And resiliency refers to one’s ability to bounce back from adversity. Together they are greater than the sum of their parts.

    What prevents some new graduates from successfully adjusting to the workplace?

    Their own expectations. They go into the workforce ready to save the world and then get an entry- level position. They expect to be welcomed with open arms like they were when they went to college, and they aren’t getting that. Many new grads have done internships and had access to upper-level executives. When they begin working, it’s hard for them to understand that they are at the bottom of the totem pole.

    They also lack an ability to adapt to the work environment. At the same time, they are experiencing multiple life transitions—moving away from family and friends and becoming financially independent—and [the stresses of] these transitions seep into the workplace.

    Is this adjustment unique to the Millennial generation?

    No. Newcomer adjustment and socialization has been researched since the 1960s, so it has been documented as a problem for a long time, although there are nuances among different generations. Previous generations used to stick with a job long term; that commitment has slid over the years. People job-hop a lot more now. Millennials may be more likely to separate from an employer, so they go through the newcomer adjustment process more often than their predecessors did.

    What is the impact of the failure to adjust?

    It affects job performance and satisfaction. It can influence turnover, too—voluntary and involuntary. Recruiting takes time and money, and when people separate from an organization, HR has to start over again. In addition, newcomers who struggle can have long-term challenges with decision- making, self-confidence, and career identity and trajectory.

    How can HR professionals develop psychological capital in employees?

    Help newcomers set goals associated with their jobs. Then work with them to create plans to achieve these goals, anticipate obstacles and setbacks, and identify assets and resources for success.

    Our research found that, in addition to psychological capital, two behaviors were associated with positive job transitions: socializing and information-seeking. If you offer more formal and informal socializing opportunities, you’ll ensure a more successful transition. Newcomers who network and build relationships are more willing to ask questions to learn more about their jobs and the organization and ask for feedback.

    Consider making the orientation process longer—over a full 12 months—and matching newcomers with mentors.

    Is this catering too much to new graduates?

    No. In an ideal world, new graduates would realize that they are no longer the consumers, as they were in college. But rather than pop a new grad’s balloon suddenly, HR professionals and managers should let the air out slowly. Have a little compassion and take a more developmental approach. Instead of firing an employee, identify what is not working and what might be adjusted. Understand that some people struggle with the transition, but that doesn’t mean they won’t be top performers later.

    How can HR find the most promising prospective employees?

    Ask interview questions that will help you identify not only skills, fit and experiences, but also components of psychological capital and proactive behaviors. To get a sense of a candidate’s resiliency, ask questions such as “Tell me about a time when you experienced a challenge. How did you respond and bounce back?”

    At the same time, it’s important to understand that newcomer adjustment is a process that every employee goes through. To encourage successful transitions, it is more important to help newcomers develop psychological capital than it is to try to hire people who already have it.

    Kathryn Tyler is a freelance writer and former HR generalist and trainer in Wixom, Mich 

     

     

    youtube: 

     

     

     

Research an International Non Governmental Organization that works on behalf of human rights issues.

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“ASSIGNMENT” DIRECTIONS:

Research an International Non Governmental Organization that works on behalf of human rights issues. Share the name and the mission of this organization, along with a summary of some recent work that they have done to advocate for and protect human rights of a particular group(s) and indicate why this work was necessary. Also discuss any challenges that they have encountered through their work. Your paper should be at least 500 words in length. Please provide a word count.

Fictitious Submitted Assignment to Assess:

One non governmental organization that deals with human rights issues is Amnesty International. I have chosen this organization because it is found in many countries of the world. There have been many problems throughout the world that included torture, illegal arrests and abuse of police and army powers. Many people were killed and some disappeared. Amnesty international was involved in campaigning against such human rights abuses.

Amnesty international is a non governmental organization. According to its website, that is http://www.amnesty.org/en/who-we-are amnesty international is found in more than 150 countries of the world. It is found in virtually all continents. Amnesty international is a body of volunteers, who are either members or supporters. Their main objective is to carry campaigns against the abuse of human rights. Their main point of reference is the Universal Declaration of Human Rights, which many countries of the world signed. It also is interested in other human rights standards of various countries and regions of the world.

Amnesty international has assisted in many countries where there are civil wars and unrest. This is so because these are the areas where human rights abuses are rampant. In Africa Amnesty international assisted in identifying human rights abuses in countries such as Ivory Coast, Libya and the Democratic Republic of Congo. Another place is Syria. Syria has had an uprising that is more than a year now. This uprising started during the Arab uprisings of 2011. Most people in some Arab states rose against their dictatorial governments. As a result the Syrian government ordered mass killings of the civilians. Many civilians are arrested and tortured by the government security forces. As a result Amnesty international has taken a leading role in highlighting the abuses that are taking place in Syria. This has alerted many countries about atrocities in that country. Another country where Amnesty International has highlighted human rights abuses is in Egypt. In Egypt many civilians were tried under the military court. Most human rights activists are against such an act. Military courts must only try cases of soldiers not civilians. Many people as a result are tortured or unlawful detained. So Amnesty International has raised their concern on that. It also puts some news of abuses on its website so that many people can access such information. What Amnesty International has done is very important. It has averted genocides and mass killings in many countries. Human lives and suffering has been averted. What Amnesty International does is just like whistle blowing the injustices perpetrated against citizens in these countries.

Amnesty international has many challenges. One of the challenges it faces is that of resources. Since the funds come from donations it usually has insufficient money to carry its work to the fullest. Another challenge is that some of its workers come under threat from armed groups and even governments. Some of its worker is targeted by government, much that some of these have been arrested and tortured as well.

There are many non governmental organizations that champion human rights in the world. In this essay the writer has discussed the great work done by Amnesty International. The most recent work has been in Arab countries, where civilians have arisen against their dictatorial governments.

References:

http://webbertraining.com/files/library/docs/179.pdf
http://www.nccs.net/articles/ril67.htm
https://web.archive.org/web/20140813162448/http://home.swipnet.se/islam/articles/man.htm

ASSESSMENT CRITERIA (for practicing)

Element 1: Did this assignment provide the name and the mission of the International NGO (non-governmental group)?

-The name of the International NGO and the mission were both clearly stated= 10 points

-Only one of these two components were provided= 5 points

-Did not address this part of the assignment = 0 points

Use the feedback box to provide your peer with the reason you did not give full credit for this element.

Weight: 1.00

Grade (max 10 points):

Feedback:

Element 2: Did this assignment summarize, in the student’s own words, some of the recent work to advocate for and protect the human rights of a particular group or groups of people?

-This was thoroughly described and answered = 10 points

-Addressed most of the question, but could have been more detailed and elaborated further = 7 points

-The answer was very brief and in need of much further explanation= 4 points

-Did not address this part of the assignment = 0 points

Use the feedback box to provide your peer with the reason you did not give full credit for this element.

Weight: 1.00

Grade (max 10 points):

Feedback:

Element 3: Did the assignment address the reasons why this human rights work was necessary, as well as any challenges that arose in providing this work?

-This was thoroughly described and answered = 10 points

-Addressed most of the question, but could have been more detailed and elaborated further = 7 points

-The answer was very brief and in need of much further explanation= 4 points

-Did not address this part of the assignment = 0 points

Use the feedback box to provide your peer with the reason you did not give full credit for this element.

Weight: 1.00

Grade (max 10 points):

Feedback:

Element 4: Did the paper meet the length requirements of at least 500 words?

-A provided word count was at least 500 words in length = 10 points

-A provided word count was less than 500 words in length, but more than 400 words in length = 7 points

-A provided word  count was less than 400 words in length, but more than 300 words in length = 5 points

-A provided word count was less than 300 words in length = 3 points

-A provide word count was not given = 0 points

Use the feedback box to provide your peer with the reason you did not give full credit for this element.

Weight: 1.00

Grade (max 10 points):

Feedback:

Element 5: Indicate what level of effort it looks like your peer invested in this assignment. 

Use the below key to award points (10 max.)

-Intense Effort = 10 pts

-Average Effort = 5 pts

-Minimal Effort = 0 pts

Use the feedback box to provide your peer with the reason you did not give full credit for this element.

Weight: 1.00

Grade (max 10 points):

Feedback:

General comment:

need this done by 6 hours

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The American Nazi Party established a website on Yahoo promoting Nazi propaganda and selling Nazi memorabilia from World War II. In the country of France, there is a specific central government law that forbids the promotion of Nazi propaganda and the sale of Nazi memorabilia. This led to three attempts by the French government to force Yahoo to take this website down:

  1. The French government asked Yahoo to take the website down. Yahoo refused on the grounds that it was within the Nazi Party’s First Amendment rights.
  2. A group of French Jewish students filed suit in a French court, and obtained a court order directing Yahoo to take the website down. The French court order was served on Yahoo, but Yahoo refused to comply with this order from a foreign court.
  3. The French government then filed suit in the United States District Court for the Northern District of California seeking an order to force Yahoo to take the website down. The court refused on the grounds that the American Nazi Party was acting within their First Amendment rights, and not subject to French laws.

This article: Nazi hunting: How France first “civilized” the Internet is available on the Internet.

So the question becomes: “How will our First Amendment rights survive in cyberspace?” In 1996, and again in 1998, the Clinton Administration passed laws attempting to limit child pornography on the Internet. In both cases, the American Civil Liberties Union (ACLU) filed suit that went to the Supreme Court which ruled that both laws were unconstitutional, in violation of the First Amendment. China hammered Google’s Internet searches by maintaining control of all servers accessible by hard wire, and forced Google to edit the result of their searches. 

How can United States First Amendment rights of freedom of speech on the Internet be forced to comply with foreign legal rules?

 

150 words min, APA format,1 Refernce

FOR MADAM-PROFESSOR ONLY

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CHOOSE TO WRITE ABOUT ALCOHOL,

 

In the land of free trade, the public does not view all industries as equal. Do you believe that is ethical? Do you believe that some industries are unfairly targeted? Should it be consumers’ choice to partake in products that are not healthy for them, or do those companies have an ethical obligation to protect people? In this assignment, you will choose one (1) industry to write about. Possible industries to research could be tobacco, soda, alcohol, casinos, or candy companies, just to name a few.

Write a one and a half to two (1½ – 2) page paper in which you:

  1. Become an advocate for either the consumer or the industry. Prepare an argument explaining the major reasons why you support either the consumer or the industry. 
  2. Explain the role capitalism plays in corporate decision making.
  3. Discuss if you believe it is possible for a company to cater to both its best interest and that of the consumer conjointly or if one always has to prevail. Justify your response.
  4. Use at least two (2) quality references. Note: Wikipedia and similar Websites do not qualify as academic resources.
  5. Format your assignment according to the following formatting requirements:
    1. Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.
    2. Include a cover page containing the title of the assignment, your name, your professor’s name, the course title, and the date. The cover page is not included in the required page length.
    3. Include a reference page. Citations and references must follow APA format. The reference page is not included in the required page length.

The specific course learning outcomes associated with this assignment are:

  • Determine the considerations for and process of ethical business decision making to balance corporate and social responsibilities, and address moral, economic, and legal concerns.
  • Analyze selected business situations using the predominant ethical theories, such as utilitarian, Kantian, and virtue ethics to guide ethical business decision making.
  • Use technology and information resources to research issues in business ethics.
  • Write clearly and concisely about business ethics using proper writing mechanics

 

HRM 531 Human Capital Management Week 1 DQ

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What people-related problems are likely to arise as a result of globalization, outsourcing, reducing organizational layering, alternate workplaces, and more contingent work arrangements? How can organizations optimize these changes for employees? As an employee how can you prepare for the probable changes in your future?
In a recent class, a student raised the concern a coworker was abusing the Family and Medical Leave Act. The coworker was frequently absent. The frequent absences were stressing the other team members and the employee’s performance was not at acceptable levels. What obligations does the Family and Medical Leave Act impose on employers? What rights does it grant to employees?
What is the best way to ensure that an organization is complying with employment laws? Explain your answer.
Most textbooks on human resources management put the organization’s HR function in charge of efforts to discourage the unionization of employees. Most managers are opposed to the unionization of the workforce and the thought of employees represented by a union. What are your views on unionization? Does a unionized workforce ever work to the benefit of the employer?
Cascio wrote Chapter 14 will provide guidance on “How do I fire people legally and humanely?”
I started my career in HR as an employee relations specialist. I advised managers on disciplinary actions – including terminations. I advised employees who were under the threat of discipline or termination on their rights and responsibilities. When I became a supervisor, I disciplined employees and terminated several. Several employees I terminated were supervisors. I worked the termination of two supervisors in the contracting function. The two supervisors were abysmal managers who made their staffs miserable. The only humane action was their termination for the benefit of the people who had to work for them.
If you have terminated another person, do you believe you acted “humanely?” If you have been terminated as a result of downsizing or corporate restructuring, was the action managed “humanely?”