Week 5 Using The Project Planner’s Toolkit

Apply the concepts of the tools described in the Project Planner’s Toolkit.

Refer to the Excel Template as an example.

After studying and evaluating the components included in the Project Manager’s Toolkit, evaluate which of the tools (Gantt Chart or Flow Chart) would be most appropriate for each of the following tasks and use that tool to complete the task.

  1. Outline the steps involved in undertaking a job search and choosing a job. Include an analysis of the advantages and limitations of the tool as well as ideas for ways you can use the tool in business.
  2. Build a schedule showing the steps for planning and preparing for your vacation. Include a description of the advantages and limitations of this tool and ideas for ways you can use it in business.

Combine the charts into one Microsoft® PowerPoint® file.

Click on the Assignment Files tab to submit your paper.

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

Case Analysis For Nintendo

Do not forget to support all of your work with external research!   Assignment is outlined below.

Case Analysis 2

· Complete a case analysis of Nintendo Case #22 in the case section of the textbook (e.g. Case Number 1). A formal, in-depth case analysis requires you to utilize the entire strategic-management process. Assume your group is a consulting team asked by Nintendo to analyze its external/internal environment and make strategic recommendations. The completed case must include:

Introduction-Nintendo

Make sure to use references from Case(Nintendo Switch)

· Executive summary

· Existing Vision statement, Mission statement

· Current objectives, and Current strategies

· Action timetable/agenda 1-2 pages

 

Be sure that the assignment is in a business-professional format; include current APA citing and referencing, do not forget to support all of your work with external research 3-5 references.

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

Strategic Management

Case study: TOMS shoes Company

 

 

Founded in 2006 by blake mycoskie TOMS Shoes was an American footwear company based in Santa Monica, California. Although TOMS Shoes was a for-profit business, its mission was more like that of a not-for-profit organization. The firm’s reason for existence was to donate to children in need one new pair of shoes for every pair of shoes sold. Blake Mycoskie referred to it as the company’s “One for One” business model.

While vacationing in Argentina during 2006, Mycoskie befriended children who had no shoes to protect them during long walks to obtain food and water, as well as attend school. Going barefoot was a common practice in rural farming regions of developing countries, where many subsistence farmers could not afford even a single pair of shoes. Mycoskie learned that going barefoot could lead to some serious health problems. Podoconiosis was one such disease in which feet and legs swelled, formed ulcers, emitted a foul smell, and caused intense pain. It affected millions of people across 10 countries in tropical Africa, Central America, and northern India. For millions, not wearing shoes could deepen the cycle of poverty and ruin lives. Upset that such a simple need was being unmet, Mycoskie founded TOMS Shoes in order to provide them the shoes they needed.

Realizing that a not-for-profit organization would be heavily dependent upon sponsors and constant fundraising, Mycoskie chose to create an innovative for-profit business model to achieve a charitable purpose. For every pair of shoes that the company sold, it would donate one pair to a child in need. Mycoskie felt that this model would be more economically sustainable than a charity because sales would be used to achieve the company’s mission. He saw this to be a form of social entrepreneurship in which a new business venture acted to improve society through product donations at the same time it lived off society through its sales.

Mycoskie believed that the firm’s One-for-One model would be self-sustaining because the company could make and sell shoes at a price similar to other shoe companies, but with lower costs. “Selling online (www.toms.com) has allowed us to grow pretty rapidly, but we’re not going to make as much as another shoes company and the margins are definitely lower,” he admits. “But what we do helps us to get publicity. Lots of companies give a percentage of their revenue to charity, but we can’t find anyone who matches one for one.”

TOMS Shoes kept expenses low by spending only minimally on marketing and promotion. The company’s marketing was primarily composed of presentations by Blake Mycoskie, fan word-of-mouth, and promotional events sponsored by the firm. The company won the 2007 People’s Design Award at Cooper-Hewitt’s National Design Awards. Two years later, Mycoskie and TOMS received the annual ACE award given by U.S. Secretary of State Hillary Clinton. This award recognized companies’ commitment to corporate social responsibility, innovation, exemplary practices, and democratic values worldwide. Mycoskie spoke along with President Bill Clinton at the Opening Plenary session of the Second Annual Clinton Global Initiative Conference in 2007. With other business leaders, he also met with President Obama’s senior administration in March 2009 to present solutions and ideas to support small businesses. He was also featured in a CNBC segment titled “The Entrepreneurs,” in which he and TOMS Shoes was profiled.

Mycoskie explained why he spent so much time speaking to others about TOMS Shoes. “My goal is to inspire the next generation of entrepreneurs and company leaders to think differently about how they incorporate giving into their business models. Plus, many of the people who hear me speak eventually purchase a pair of Toms, share the story with others, or support our campaigns like One Day Without Shoes, which has people go barefoot for one day a year to raise awareness about the children we serve.”

Celebrities like OliviaWilde, Karl Lagerfeld, and Scarlett Johansson loved the brand and what it stood for. Actress Demi Moore promoted the 2010 One DayWithout Shoes campaign on The Tonight Show with Jay Leno. It didn’t hurt that Mycoskie’s fame was supported by his

Bill Clinton-like charisma, Hollywood good looks, and his living on a boat in Marina del Rey with “TOMS” sails. Famed designer Ralph Lauren asked Mycoskie to work with him on a few styles for his Rugby collection, the first time Lauren had collaborated with another brand.

By early 2007, TOMS Shoes had orders from 300 retail stores, including Nordstrom’s, Urban Outfitters, and Bloomingdale’s, for 41,000 pairs of shoes from its spring and summer collections. The company introduced a line of children’s shoes called Tiny Toms in May 2007 and unveiled a pair of leather shoes in Fall of that year. By September 2010, the company added Whole Foods to its distribution network and had given over 1,000,000 pairs of new shoes to children in need living in more than 20 countries in the Americas (Argentina, El Salvador, Guatemala, Haiti, Honduras, Nicaragua, and Peru), Africa (Burundi, Ethiopia, Lesotho, Malawi, Mali, Niger, Rwanda, South Africa, Swaziland, Uganda, and Zambia), Asia (Cambodia and Mongolia), and Eurasia (Armenia). The shoes were now selling for $45 to $85 a pair.

TOMS shoes were manufactured in Argentina, China, and Ethiopia. The company required the factories to operate under sound labor conditions, pay fair wages, and follow local labor standards. A code of conduct was signed by all factories. In addition to its production staff routinely visiting the factories to ensure that they were maintaining good working standards, third parties annually audited the factories. The company’s original line of al pargata shoes was expanded to include children’s shoes, leather shoes, cordones youth shoes, botas, and wedges. In January 2009, the company collaborated with Element Skateboards to create a line of shoes, skate decks, and longboards. For each pair of TOMS Element shoes and/or skateboard bought, one of the same was given to children at the Indigo Skate Camp in the village of Isithumba in Durban, South Africa.

Blake Mycoskie was the company’s Chief Executive Officer and joked that he was also its “Chief Shoe Giver.” He spent much of his time traveling the country to speak at universities and companies about the TOMS Shoes’ business model. According to CEO Mycoskie in a June 2010 article in Inc., “The reason I can travel so much is that I’ve put together a strong team of about ten people who pretty much lead the company while I am gone. Candice Wolfswinkel is my chief of staff and the keeper of the culture. . . . I have an amazing CFO, Jeff Tyler, and I’ll check in with him twice a week. I talk to my sales managers on a weekly basis. I also call my younger brother,

Tyler, a lot—he’s head of corporate sales.” The company had 85 employees plus interns and volunteers. In 2009, more than 1,000 people applied for 15 summer internship positions.

The company depended upon many volunteers to promote the company and to distribute its shoes to needy children. For example, Friends of TOMS was a registered nonprofit affiliate of TOMS Shoes that had been formed to coordinate volunteer activities and all shoe drops.

The company sponsored an annual “Vagabond Tour” to reach college campuses. Volunteers were divided into five regional teams to reach campuses throughout the United States to spread information about the One-for-One movement. To capture volunteer enthusiasm, the company formed a network of college representatives at 200 schools to host events, screen a documentary about the brand, or throw shoe decorating parties.

Mycoskie believed that a key to success for his company was his generation’s desire to become involved in the world. “This generation is one that thrives off of action. We don’t dream about change, we make it happen. We don’t imagine a way to incorporate giving into our daily lives—we do it. TOMS has so many young supporters who are passionate about the One for One movement, and who share the story and inspire others every day they wear their TOMS. Seeing them support this business model is proof that this generation is ready and able to create a better tomorrow.”

Reference : Hunger, J.D (2014)- (Mini Case 23, Textbook, pp. 765-768).

 

 

 

 

Questions.

 

Read carefully the above text and answer the following questions:

 

1) What is the competitive strategy used by TOMS Shoes Company?

2) Identify opportunities and threats as well as strengths and weakness of the company. (Illustrate them within a table ).

3) Describe the roles of directional, marketing, operations and human resource strategies in the overall well-being of TOMS Shoes Company.

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

Week 5 – Assignment: Explore The Role Of Disruptive Innovation In A Global Marketplace

Instructions

One type of change to consider is disruptive change or innovation. Disruptive innovation is a relatively new term coined in 1995 by Bower and Christenson. In essence, this is any new or different approach to a product or services that radically change the market. This kind of radical change is hard to predict from your competition, but just the type of internal innovation that change managers want to develop their competitive advantage in the market. Organizations that empower employees to create innovative, disruptive technologies, products, or services are the hallmark of pioneering industry leaders.

The companies who are the disruptive innovators are companies that compete in the market differently, serving an underserved or unserved customer base, and do so in typically at a lower price. One example of this kind of disruptive innovation was the emergence of Amazon into the retail space. Amazon was one of the first companies to consider e-commerce as the primary method of product distribution. This disruptive approach to business has by its growth affected the retail so much that historical physical or brick and mortar companies are weakening or closing. Retailers that were once the largest retailer in U.S. cities no longer exist or are failing because of the disruptive innovation of companies like Amazon and its largest competitor, Walmart. The disruptive innovation and efficiencies of both of these companies have an impact not only in retail, but logistics, technology, and public buying trends.

For this assignment, you may choose to represent either Amazon or Walmart. If you selected Walmart as your company, you would assess Amazon’s practices. If you selected Amazon, you would assess the practices of Walmart. As the representative of your chosen company, you have been asked to identify the three most impactful, disruptive technologies that your competitor is using to secure market share. You will then address how that disruptive innovation should be treated in your selected company at each of the three identified change management tiers (i.e., enterprise, organizational, and individual). If you choose to include graphs or figures, they should be included in an appendix. Your audience for this paper is the executive leadership of your selected company. However, you are expected to write in an appropriate academic voice.

Length: Your assignment is to write a paper of 5-7 pages, not including a cover page, references, or appendices.

Please consider that those holding doctorates in business are often hired for their professional and academic expertise to offer solutions to businesses in need. This assignment is geared toward helping you discover how you might respond if asked to act in this role.

References:  Include at least 4 references in your selected company.

Your paper should demonstrate thoughtful consideration of the ideas and concepts presented in the course and provide new thoughts and insights relating directly to this topic. Your response should reflect scholarly writing and current APA standards. Be sure to adhere to Northcentral University’s Academic Integrity Policy.

Upload your document and click the Submit to Dropbox button.

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

Weekly Case Analysis

Each student will treat this as an individual assignment. Your response should be well-rounded and analytical and should not just provide a conclusion or an opinion without explaining the reason for the choice. For full credit, you need to use the material from the week’s lectures, text and/or discussions when responding to the questions. Post a case analysis of a listed problem for the week in the corresponding weeks assignment drop box. The case assignments are posted below in the Case Assignments.

The assignment should consist of a Word Document. It should include a summary of the relevant facts, the law, judicial opinion and answer the case questions. All that is necessary for an understanding of the case is important and required.

The report must go beyond the discussion of the problem posed in the textbook, to achieve a superior grade. Do research outside the textbook- this must include research outside the case citation such as the Lexus-Nexis in the DeVry Library or FindLaw.com, do research on the parties and circumstances of the case itself and incorporate some visual modality as a part of the case analysis. Something about one of the parties, as well as some background contained in the legal opinion. Doing significant research outside the textbook is essential.

Utilize the case format below.

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

BSBHRM501 Manage Human Resources Services , BSBHRM512 , BSBWRK520 Manage Employee Relations

Assessment Tasks for

BSBHRM501 Manage human resources services

Assessment Tasks for BSBHRM501 Manage human resources services Jasmine Education Group Version 2.1

Last Updated: 11 November 2019 Next Review Date: 11 November 2020

Approved by Academic Manager Page 1 of 12

Assessment Tasks for

BSBHRM501 Manage human resources services

Assessment Tasks for

BSBHRM501 Manage human resources services

Assessment Tasks for BSBHRM501 Manage human resources services Jasmine Education Group Version 2.1

Last Updated: 11 November 2019 Next Review Date: 11 November 2020

Approved by Academic Manager Page 2 of 12

Assessment plan

The following outlines the requirements of your final assessment for BSBHRM501 Manage human resources

services. You are required to complete all tasks to demonstrate competency in this unit.

This unit is assessed through the following:

Assessment Requirements Method of Assessment Due date

1. Short answer questions Written activities/demonstration TBA

2. Human resources requirements project (Part

A, B, C)

Project/observation TBA

3. Develop a service level agreement (Part A and

B)

Project/observation TBA

4. HR Survey Project/observation TBA

5. Ethics case study Case study/project TBA

All assessments will ensure that the principles of assessment and rules of evidence are adhered to. The principles

of assessment are that assessment must be valid, fair, reliable and consistent. The rules of evidence state that

evidence must be sufficient, valid, current and authentic.

If reassessment is required, you will be given the chance to resubmit the assessment task. You will have up to three

opportunities to resubmit each assessment task. If, after the third attempt, the assessment is still not satisfactory

your trainer/assessor will make alternative arrangements for assessment.

Agreement by the student

Have you read and understood what is required of you in terms of assessment?  Yes  No

Do you understand the requirements of this assessment?  Yes  No

Do you agree to the way in which you are being assessed?  Yes  No

Do you have any special needs or considerations to be made for this assessment? If

yes, what are they?

____________________________________________________________________________________________

 Yes  No

Do you understand your rights to appeal the decisions made in an assessment?  Yes  No

Student name: _______________________________________________________________________________

Student signature: __________________________________________________ Date: ____________________

Assessor name: ______________________________________________________________________________

Assessor signature: _________________________________________________ Date: ____________________

Assessment Tasks for

BSBHRM501 Manage human resources services

Assessment Tasks for BSBHRM501 Manage human resources services Jasmine Education Group Version 2.1

Last Updated: 11 November 2019 Next Review Date: 11 November 2020

Approved by Academic Manager Page 3 of 12

Assessment Task 1 – Written Questions

Resources required

 Paper and pens

Context and conditions of assessment

The written questions will be completed in the classroom on the date specified by the assessor.

Instructions to student

Complete the questions below. You are required to answer all questions correctly. If incorrect answers are

provided, your assessor will identify if there are gaps in your knowledge and understanding and will work with

you to make arrangements for reassessment. Your assessor will advise you when and where the written

activities are to be completed and the time you will have to answer all of the questions.

You should complete your answers on a separate piece of paper with the questions numbers clearly shown.

1. Discuss in at least two sentences the aim and scope of the Fair Work Act 2009?

2. Briefly describe the role of the Fair Work Commission.

3. Briefly describe the role of the Australian Human Rights Commission.

4. Briefly discuss the purpose and scope of the Age Discrimination Acct 2004.

5. Briefly discuss the major objectives of the Disability Discrimination Act1992.

6. Briefly discuss the importance of a human resources strategy.

7. Discuss four key steps in the human resources strategic planning process. Discuss each step in at

least 2 to 3 sentences.

8. Briefly describe the purpose of performance monitoring in relation to a contract?

9. Briefly describe the purpose of performance assessment in relation to a contract?

Assessment Tasks for

BSBHRM501 Manage human resources services

Assessment Tasks for BSBHRM501 Manage human resources services Jasmine Education Group Version 2.1

Last Updated: 11 November 2019 Next Review Date: 11 November 2020

Approved by Academic Manager Page 4 of 12

Assessment Task 2: Human resources requirements project

Resources required

 Computer and Microsoft Office

 Access to Boutique Build Strategic and Operational Plan

 Access to the internet for research

 Space for a meeting

Context and conditions of assessment

This assessment should be completed in the classroom as part of the simulated work environment. The

assessor will advise dates for submission.

Instructions to student

All assessment activities relate to a fictional organisation, Boutique Build Australia Pty Ltd.

You are required to determine human resources strategies for Boutique Build Australia and you will need to

do this by reviewing the company’s strategic plan in order to determine its goals and objectives and resulting

human resources needs, as well as consulting with managers on their human resource needs.

Boutique Build Australia Pty Ltd is a boutique building company based in Sydney that specialises in the design and build of high quality designer homes for the Sydney metropolitan and surrounding areas. The company has been operational for seven years. The company employs the following staff:

Managing Director, Marketing and Sales Manager, Sales Consultants (4), Office Manager, Human Resources Manager, Human Resources Assistant, Construction Manager, Site Manager (2), Production Draftsperson (2), 6 Carpenters and a range of contract staff, including plumbers, electricians, tilers, painters and plasterers.

The workforce is predominantly male with the only three females employed (the Office Manger and the two Human Resources positions). As indicated in the Strategic Plan, the company wishes to increase the number of women in its workforce.

Another current staff issue for the company is that while the use of contractors e.g. tillers, painters and plasterers reduces the company’s ongoing staff overheads, at times it is difficult to ensure that all the required contractors are available to work on the company’ s projects.

The company’s vision as stated in its Strategic Plan is to be the best boutique home builder in Australia. Its values are listed as quality, innovation, leadership, respect and honesty and reliability.

As the Human Resources Manager for the company you have been tasked by the General Manager as part of the ongoing continuous improvement of the company to review and report on human resources services.

Assessment Tasks for

BSBHRM501 Manage human resources services

Assessment Tasks for BSBHRM501 Manage human resources services Jasmine Education Group Version 2.1

Last Updated: 11 November 2019 Next Review Date: 11 November 2020

Approved by Academic Manager Page 5 of 12

Complete the following activities:

Part A: Prepare for the meeting

At least a week prior to the meeting, send out an Outlook invite to the Managing Director, Marketing and Sales

Manager, Office Manager and Construction Manager staff inviting them to attend a meeting to discuss their

human resources needs and strategies.

Note that your assessor will advise you of the students who will role play the staff members (your assessor

will be the Managing Director) and the date and time that you should conduct this meeting. Your assessor will

also provide you with the email addresses to send your invitation to the meeting.

Your Outlook invite should indicate the date, time and duration of the meeting as well as the purpose of the

meeting, including a request to managers to consider prior to the meeting their human resources needs so

that this can be discussed at the meeting. Advise managers that they should consider a range of areas as

part of human resources needs, for example, workforce planning, recruitment strategies, professional

development and so on.

You should inform Managers that the meeting will last for at least 30 minutes.

In preparation for the meeting you will need to research and develop a briefing report that addresses the

following:

 An analysis of the company’s strategic priorities and their relationship to human resources.

 A PESTLE analysis that identifies and analyses external factors that affect or are likely to affect the

human resources requirements of Boutique Build.

 As the company has also identified that it would like to increase female representation in the

workplace, you should also research and document potential strategies for increasing female

representation.

Your briefing report should be written in clear and concise English and must address all of the above content.

Your briefing report should be approximately 2 pages.

You should email your briefing report to your assessor at least 2 days prior to the meeting. You will be

assessed on whether you have addressed all of the required content and whether your document is at least 2

pages and written in clear and concise English.

Assessment Tasks for

BSBHRM501 Manage human resources services

Assessment Tasks for BSBHRM501 Manage human resources services Jasmine Education Group Version 2.1

Last Updated: 11 November 2019 Next Review Date: 11 November 2020

Approved by Academic Manager Page 6 of 12

Part B: Conduct the meeting

At the meeting, you will need to introduce the meeting by discussing the purpose of the meeting, as well as

providing all attendees with the briefing paper.

Review the briefing paper with the managers and seek feedback on both your report and managers’ human

resources needs.

Your assessor and fellow students will be role-playing the staff invited and will give you specific feedback

about their human resources needs.

You should listen carefully to the feedback provided and ask questions to explore issues further and to

confirm information.

You will be assessed on your use of effective communication skills, including speaking clearly and concisely

and asking questions and active listening.

At the meeting, you should facilitate the discussion such that some concrete recommendations for human

resources requirements are discussed and agreed upon. These will be documented in the action plan as per

Part C.

You will be assessed as to whether you have addressed all of the required content in the meeting, as well as

your use of effective communication skills.

Part C: Develop human resources strategy action plan Following the meeting you will be required to develop a 12-month human resources action plan that draws on

your research and analysis as documented in your briefing paper, as well as the outcomes of the meeting.

Your action plan should include clear strategies and actions based on agreed human resources requirements,

as well as roles and responsibilities and timelines.

Your assessor will provide you with a template to use.

Once you have completed these documents, send it to your assessor in the role of Managing Director. Your

assessor will provide you with feedback on your action plan, as well as approval to proceed once the changes

are made.

Update your plan based on the feedback provided and send a final version to your assessor in the role of the

Managing Director.

Save all your work in appropriate folder/s and provide a screen shot of this to your assessor with the final

version of your report and action plan. You will be assessed on your effective organisation of folders/files and

information.

Assessment Tasks for

BSBHRM501 Manage human resources services

Assessment Tasks for BSBHRM501 Manage human resources services Jasmine Education Group Version 2.1

Last Updated: 11 November 2019 Next Review Date: 11 November 2020

Approved by Academic Manager Page 7 of 12

Assessment Task 3: Develop a service level agreement

Resources required

 Computer and Microsoft Office

 Access to the internet for research

Context and conditions of assessment

This assessment should be completed in the classroom as part of the simulated work environment. The

assessor will advise dates for submission.

Instructions to student

Part A: Develop a service level agreement

Imagine that the Managing Director has agreed to strategies included in the Action Plan and that one of these

strategies is to develop a service level agreement for core human resources services.

The aim of the Service Level Agreement is to clearly document the services to be provided by the human

resources department, as well as the performance standards for the provision of the services.

As a start you have been asked to develop a Service Level Agreement for recruitment and selection.

Line Managers are now to be involved in the recruitment process as set out in the company’s new recruitment

and selection policy.

The Service Level Agreement you develop should include as a minimum roles and responsibilities and

specific targets in relation to:

 Job analysis

 Advertising

 Preparation of documentation

 Interview

 Appointment offers.

The agreement should clearly set out the services that the HR team will provide in relation to the recruitment

and selection, as well as the responsibilities of the line manager and performance standards. The

responsibilities of each party should be documented as brief dot points and be based on the Boutique Building

Company recruitment and selection policy and procedure provided to you by your assessor.

You task is to develop a service level agreement that includes the following:

 Purpose of the service level agreement

 Responsibilities of Managers (in relation to the SLA inclusions as above)

 Responsibilities of Human Resources Team (in relation to the SLA inclusions as above)

 Monitoring and evaluation arrangements

When you have completed your service level agreement, send it via email to the Managing Director and all

other senior and line managers (this will be your assessor) seeking feedback and approval.

Assessment Tasks for

BSBHRM501 Manage human resources services

Assessment Tasks for BSBHRM501 Manage human resources services Jasmine Education Group Version 2.1

Last Updated: 11 November 2019 Next Review Date: 11 November 2020

Approved by Academic Manager Page 8 of 12

In your email, you should also identify how the service level agreement will be monitored, as well as a

program of training for managers with regard to aspects of the service level agreement that they will now be

responsible. The program of training should cover 12 months and occur at least once every quarter. In your

email you should provide brief details of the training that will be provided, as well as when.

You should also save all your work in appropriate folder/s and provide a screen shot of this to your assessor

with the final version of the SLA, as well as the recruitment policy and procedure. You will be assessed on

your effective organisation of folders/files and information.

Part B: Manage underperformance

Imagine that the Service Level Agreement has been in operation for 3 months and for the following activities

includes the targets as indicated:

Activity Detail Responsibility SLA target

Advertising On receipt of completion position description template and approval form, post job advertisement on relevant advertising forum

HR Team Within 2 days of receipt of position description template and approval form

Shortlisting

Compile applications for review and forward to line manager

HR Team Within 1 day of closing date of application

Shortlist applications and return to HR

Line Manager Within 3 days of receipt of applications

Candidates contacted

Inform successful and unsuccessful candidates

HR Manager Within 1 day of receiving shortlist

There have been 3 new staff recruitments (a sales consultant and two carpenters) in the last 3 months and so

you are required to analyse the following data to see if targets have been achieved.

Sales Consultant position

 Position description received by HR from Marketing and Sales Manager on March 2 2015.

 Advertisement developed and placed by HR on 4 March 2015 with a closing date of 13 March 2015.

 Applications forwarded to Marketing and Sales Manager on 17 March 2015.

Assessment Tasks for

BSBHRM501 Manage human resources services

Assessment Tasks for BSBHRM501 Manage human resources services Jasmine Education Group Version 2.1

Last Updated: 11 November 2019 Next Review Date: 11 November 2020

Approved by Academic Manager Page 9 of 12

 Shortlisted applications received by HR on 23 March 2015.

 Successful and unsuccessful candidates contacted on 25 March 2015.

Carpenter position 1

 Position description received by HR from Marketing and Sales Manager on 12 March 2015

 Advertisement developed and placed by HR on 15 March 2015 with a closing date of 24 March 2015.

 Applications forwarded to Construction Manager on 27 March 2015

 Shortlisted applications received by HR on 7 April 2015

 Successful and unsuccessful candidates contacted on 8 April 2015. Feedback received from Construction Manager that shortlisting delayed because of Easter.

Carpenter position 2

 Position description received by HR from Marketing and Sales Manager on 4 May 2015.

 Advertisement developed and placed by HR on 6 May 2015 with a closing date of 15 May 2015.

 Applications forwarded to Construction Manager on 17 May 2015.

 Shortlisted applications received by HR on 26 May 2015.

 Successful and unsuccessful candidates contacted on 27 May 2015.

Following your analysis, you are required to develop a memo to send to the managers that have not achieved

their targets. Each of the memos you send should restate the target in the service level agreement and

clearly explain which targets have not been met and the variances between actual performance and required

performance. You should also explain your intended actions to ensure targets are met and seek feedback as

to the Manager’s experience of the achievability of the targets and whether there needs to be any role

adjustment.

Your assessor will advise the date for submission of this assessment task. Your memo must be written in

clear and concise English and address all of the above.

Assessment Tasks for

BSBHRM501 Manage human resources services

Assessment Tasks for BSBHRM501 Manage human resources services Jasmine Education Group Version 2.1

Last Updated: 11 November 2019 Next Review Date: 11 November 2020

Approved by Academic Manager Page 10 of 12

Assessment Task 4: HR Survey

Resources required

 Computer and Microsoft Office

 Space for meeting

 Access to the internet for research

Context and conditions of assessment

This assessment should be completed in the classroom as part of the simulated work environment. The

assessor will advise dates for submission.

Instructions to student

Imagine that one of the strategies included in your 12-month human resources services is to implement a

work-life balance policy and procedure for Boutique Build Australia. Currently, there are no specific

arrangements in place and you have been asked to survey staff about this. You decide to do this via a

meeting with staff.

Part A: Prepare for the meeting

At least a week prior to the meeting, send out an Outlook invite to the all of the staff inviting them to attend a

meeting to discuss work-life balance. Your assessor will select five of your fellow students to role play

Boutique Build staff members. Your assessor will also provide you with the email addresses to send your

invitation to the meeting and the date and time on which you will need to conduct your meeting.

Your Outlook invite should indicate the date, time and duration of the meeting as well as the purpose of the

meeting. Your invite should also include a request to managers to consider prior to the meeting work-life

balance needs, including their own and those of their staff, as well as workable options for the company.

You should inform Managers that the meeting will last for at least 30 minutes.

In preparation for the meeting you will need to research potential work-life balance strategies so that you can

discuss these at the meeting. Your research should include:

 The benefits of work-life balance programs

 Use of work-life balance programs in Australian companies

 Examples of work-life balance strategies – research at least 5 of these

You should make notes on your research to discuss at the meeting.

Assessment Tasks for

BSBHRM501 Manage human resources services

Assessment Tasks for BSBHRM501 Manage human resources services Jasmine Education Group Version 2.1

Last Updated: 11 November 2019 Next Review Date: 11 November 2020

Approved by Academic Manager Page 11 of 12

Part B: Conduct the meeting

At the meeting, you will need to introduce the meeting by discussing the purpose of the meeting, as well as

sharing your research findings with the team.

Seek feedback on your research findings, as well as the team’s ideas on work-life balance programs that

could be introduced.

Your assessor and fellow students will be role-playing the staff invited and will give you specific feedback on

their ideas on work-life balance.

You should listen carefully to the feedback provided and ask questions to explore issues further and to

confirm information. You will be assessed on your use of effective communication skills, including speaking

clearly and concisely and asking questions and active listening.

At the meeting, you should facilitate the discussion and reach agreement on realistic options for the company.

After the meeting you will need to write minutes of the meeting that document the discussion, as well as the

agreed strategies. You should email the minutes of the meeting to all your managers (this will be your

assessor) within 3 days of the meeting. The meeting minutes should include the date, time and attendees as

well as the key points discussed and the agreed outcomes.

Save your work to an appropriate folder and send a screen shot to your assessor. You will be assessed on

your effective organisation of folders/files and information.

You will be assessed on your satisfactory completion of all tasks.

Assessment Tasks for

BSBHRM501 Manage human resources services

Assessment Tasks for BSBHRM501 Manage human resources services Jasmine Education Group Version 2.1

Last Updated: 11 November 2019 Next Review Date: 11 November 2020

Approved by Academic Manager Page 12 of 12

Assessment Task 5: Social media guidelines

Resources required

 Computer and Microsoft Office

 Access to the internet for research

Context and conditions of assessment

This assessment should be completed in the classroom as part of the simulated work environment. The

assessor will advise dates for submission.

Instructions to student

Boutique Build Australia’s Code of Conduct includes the following guidelines for personal and professional

behaviour:

In the performance of their duties, staff members are to:

 Treat customers and other staff members or contractors with courtesy and sensitivity to their rights;

 Comply with any relevant legislative, industrial or administrative requirements, and all company rules,

policies and procedures;

 Avoid undertaking any activity that could potentially compromise the performance of their duties; and

It has been recently come to your attention that one of the carpenters has been uploading photos on his

Facebook page showing photos of jobs completed by other carpenters that he feels are not good and making

offensive comments.

The company does not currently have a social media policy or guidelines.

As the Human Resources Manager, you are required to immediately address this situation as follows:

 Develop social media guidelines for the company – the guidelines should be no more than 2 pages

and should clearly spell out expectations.

 Email the social media guidelines to all staff members (this will be your assessor) explaining the

purpose of the guidelines and the reason they have been introduced (whilst keeping the incident itself

confidential)

 Send a formal letter to the carpenter advising of actions to be taken (it is up to you to decide what

action is most appropriate).

The documents you develop should be in clear and concise English and you should also save all your work in

appropriate folder/s and provide a screen shot of this to your assessor with the final version of the social

media guidelines and the letter to the carpenter. You will be assessed on your effective organisation of

folders/files and information.

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

8-2 Short Paper: Employment Law

WCM 620 Final Project Case Study

Company Overview ABC Corporation is an electronic device company selling cellular phones and tablets. It is a global company with both sales and service departments. The technology industry is highly competitive, so ABC Corporation focuses on after-sales service levels in order to ensure it has repeat customers. It has eight call centers worldwide and each call center handles a multitude of customer issues. There is an extremely high expectation that the call centers resolve customer issues in a timely fashion and to the customer’s satisfaction. The call center managers are focused on ensuring their center is the best and that their center handles the most calls, has the highest-rated customer evaluations, and wins the most recognition for performance. Customer service is at the heart of the ABC Corporation’s mission. Employees Thomas is the call center manager and runs a tight ship. Thomas has been recognized for having the most productive unit in the organization year after year. Thomas is very proud of his unit and the recognition it receives and he holds his employees to very high productivity standards. Although customer service is critical to the organization, Thomas does not transfer that same mentality to his employees. Janet is a call center supervisor, one of 10 in the call center. She has been working for Thomas for some time and follows his lead with respect to managing the center and the employees. She tends to focus on her work, rarely takes a break, and is completely dedicated to the success of the center. Michael is a customer service representative and has been with ABC Corporation for two years. He likes his job but gets frustrated when others do not work as hard as he does. He is the first to know how hard one has to work to be successful in this call center. The calls come in nonstop, you always have to be polite, and the customers can be very upset at times. He prides himself on not only surviving this environment, but succeeding. Kathy is also a customer service representative. She has been with ABC Corporation for five years but at this call center for about six months. She enjoys her job but feels like the environment in this call center is competitive and hostile at times. She is always nervous that she will lose her job. Her performance has always been good but she finds success more of a struggle since joining the new call center run by Thomas. Kathy and Kareem became friendly since they started in call center at about the same time. Kareem was hired as a customer service representative after an interview process that proved he could manage the workload, had a pleasant phone voice, and had a desire to please the customer and represent the company well. Kareem is of Indian descent and is a practicing Muslim. His religion requires that he pray five times a day. This involves a series of movements and recitations from the Quran and there are various standing, bending, and prostrating postures. Kareem worked for ABC Corporation for eight months before being terminated.

 

 

 

Case Study Overview Over the duration of Kareem’s employment, Kareem’s number of calls dropped and he was often missing from his workstation. Michael noticed Kareem sitting on a mat, talking to himself, and making strange movements with his body often throughout the day. Michael thought this was odd and could not believe how often Kareem was away from his workstation; he reported this to his supervisor, Janet. Kathy also saw Kareem leaving his workstation but since they were friends, she asked him about it. He told her he was a practicing Muslim and was required to pray five times per day. He also told her that before he prays, he has to wash his hands, face, arms, and feet to be physically pure in order to spiritually pray. She thought this was fascinating. Janet then began to focus her attention on Kareem’s performance and the times he was absent from his desk. She determined it was excessive and spoke with Thomas. Thomas kept an eye on Kareem’s performance closely after discovering the performance deficiencies. After a few weeks, Thomas made the decision to terminate Kareem’s employment for unproductive work time, excessive breaks, and not meeting performance standards. Kareem was very upset and decided to consult with an attorney as he felt that he was treated unfairly by being terminated. Kareem’s attorney sent a letter to ABC Corporation’s employee relations department and you, the ER representative, are tasked with investigating this concern.

 

 

 

Complainant Transcript

ER Rep: Hi, Kareem. How are you doing today? Kareem: Fine, thank you. ER Rep: Well, first, let me thank you for meeting with me today to share your concerns. I appreciate that you are willing to discuss your concerns with me. I am here as a neutral party to objectively investigate your concerns. Now during this process, you should know it may be necessary for me to speak with others to gather additional information. It’s very important that I gather all sides of the story before making any decisions. So now that I’ve explained my role to you, do you have any questions or concerns before we get started? Kareem: No. ER Rep: Good. I also want to assure you that I will maintain confidentiality and only discuss this information with those who have a direct need to know. I would also encourage you to keep the contents of this investigation confidential to protect the integrity of the investigation. Do you have any concerns about your ability to keep this confidential? Kareem: No, I understand, thank you. ER Rep: Great. OK. So, as we talk today, I will be looking for complete and truthful information and any specific detail you can provide me regarding dates, times, or examples that will help me better understand your concerns. I’ll also be taking notes on my laptop as we talk so that I can accurately record what you are telling me. OK, that was a lot of me talking. Let’s shift gears, and you tell me what happened during your employment with ABC Corporation. Kareem: Well, I am just really upset by what happened. I really loved my job and thought I was doing a good job; I was really caught off-guard. ER Rep: OK. I’d like to understand what you mean when you say that you thought you were doing a good job and were caught off-guard. Tell me what specifically has made you feel that way. Kareem: Well, I thought I was doing a good job and I would get good feedback from my customers and Janet told me from time to time I was doing a good job. My numbers were good compared to the other reps and no one told me anything different. ER Rep: Did Janet ever have any performance conversations with you? Kareem: No, she really just said things in passing like “Good job, Kareem” or “You did a nice job with that customer.” I never had any formal performance conversations since I started.

 

 

 

ER Rep: What about Thomas? Did he ever give you any feedback? Kareem: No, he is really intimidating. He watches over the call center like a hawk. He is very focused on all of us customer service reps taking as many calls as possible and keeping our numbers up. This call center wins awards every year for productivity. At times, getting my call numbers in was sort of hard for me since I have to take many breaks throughout the day. ER Rep: Why did you need to take so many breaks throughout the day? Kareem: I am Muslim and, as part of my faith, I have to pray five times a day. I would simply sneak away from my desk and go to a hidden corner of the service center and complete my ritual. ER Rep: Did you ever tell anyone what you were doing or that you needed to do this daily? Kareem: Well, no, I did not want to ask for any type of special treatment; I really thought I could sneak away and pray. I just hoped no one noticed. ER Rep: Did anyone notice? Kareem: I don’t think so. I do know that Michael walked past me a few times and gave me strange looks. I just assumed he did not know what I was doing. He never asked me about it. ER Rep: Did you ever approach Michael to tell him what you were doing? Kareem: No. ER Rep: So then what happened, how did you get terminated? Kareem: Well, I felt like after Michael saw me a few times praying, things started to change. ER Rep: How so? Kareem: I noticed that Janet was watching me more closely; she asked me once where I was going when I went to pray and it was not a lunch hour or 15-minute break time. I also felt like Thomas was walking past my cube more, standing and observing more and just paying more attention. ER Rep: Did you speak to Janet or Thomas about how you felt? Kareem: No. I just put my head down and worked. I just did not want to draw attention to myself.

 

 

 

ER Rep: Ok, so then what happened? Kareem: I got called into Thomas’s office and I was told that my numbers were not up to standard for a customer service rep and that I was taking excessive breaks and my time away from my desk was causing too much unproductive time at work. ER Rep: Did you say anything to Thomas or Janet? Kareem: No, I was so shocked and so upset that I left as fast as I could. ER Rep: Did you talk to anyone about what happened that day? Kareem: No, I just left. I was so embarrassed and I was so proud of having this job and then just disappointed for being terminated. ER Rep: Ok, Kareem, thank so much for telling me what happened. Is there anything else that you want to share with me? Anything else you can think of that pertains to your situation? Kareem: No, I think that is it. ER Rep: Ok, I will be looking into your concerns and will follow back up with you by the end of the week. If you do think of anything else you can share with me, please call me. Kareem: Ok, I will. Thank you for taking the time to talk to me.

 

 

 

Alleged Interview 1 Transcript (Janet)

ER Rep: Hi, Janet. How are you doing today? Janet: Fine, thank you. ER Rep: Well, first, let me thank you for taking the time to meet with me today. I appreciate that you are willing to discuss a situation at ABC Corporation with me. I am here to objectively investigate some concerns raised by a former employee. But, before we get into specifics, it’s very important that I gather all sides of the story before making any decisions. So now that I’ve explained my role to you, do you have any questions or concerns before we get started? Janet: Well, what is this all about? Am I in trouble? ER Rep: I am here to look into a situation regarding the termination of an employee here at ABC Corporation. It is Kareem; he reported to you for about eight months. Janet: Ok, well I remember Kareem but Thomas fired him, not me. ER Rep: Oh, I understand, but it will be helpful as I look into this situation that I get your side of the story. Janet: Alright, but you are not going to tell anyone what I say, are you? This makes me very nervous; everyone is out for themselves here and I cannot lose this job! ER Rep: Ok, that is good to know and I’m glad you asked. I want to assure you that I will maintain confidentiality and only discuss this information with those who have a direct need to know. I would also encourage you to keep the contents of this investigation confidential to protect the integrity of the investigation. Do you have any concerns about your ability to keep this confidential? Janet: No, I understand. Thank you. ER Rep: Great. OK. So, as we talk today, I will be looking for complete and truthful information and any specific detail you can provide me would be appreciated. I’ll also be taking notes on my laptop as we talk so that I can accurately record what you are telling me. OK, that was a lot of me talking. Let’s shift gears; what can you tell me about former employee Kareem? Janet: Ah, yes, I remember Kareem. He was not here for long, maybe eight months.

ER Rep: OK. What can you tell me about his performance?

 

 

 

Janet: Well, I thought he was doing a good job and I would get good feedback from his customer service call recordings. His numbers were fair. ER Rep: Janet, did you ever have any performance conversations with Kareem? Janet: No, he was not really here long enough. I think there were a few times I made comments to him in passing like “Good job, Kareem” or “You did a nice job with that customer.” I never had any formal performance conversations with him. ER Rep: Is that standard process to not have any performance conversations with employees? Janet: Well, we really only conduct performance evaluations once per year. ER Rep: Even for new employees? Janet: Yes, we don’t have any different processes for new employees. ER Rep: What about Thomas? Did he ever give Kareem any feedback? Janet: Not that I know of. ER Rep: So what led to Kareem’s termination? Janet: Well, I began to notice that he was missing from his workstation several times a day and his numbers were dropping. ER Rep: Did you speak with Kareem about this? Janet: No, I did not, but Michael, another customer service rep, reported to me that he saw Kareem in the bathroom washing his hands and feet and that he also saw him on a mat in the corner of the service center making strange movements with his body and speaking softly. ER Rep: Ok, so when Michael reported this, did you talk to Kareem about it? Janet: No, I reported it to Thomas. You know, this is a high-productivity environment. We have to work. We don’t have time for conversations. The expectations are very high. And I don’t know what Kareem was doing but it will not be tolerated here; the focus is on productivity. ER Rep: Can you tell me about your conversation with Thomas about Kareem? Janet: Well, I just reported to him what Michael told me and what I had observed and he said he would monitor Kareem and handle it.

 

 

 

ER Rep: Ok, so what happened next?

Janet: I started watching Kareem more closely. I asked him once where he was going when he left his desk and it was not a lunch hour or 15-minute break time. He did not say anything; he just kept walking. I also noticed that Thomas hovered a bit around Kareem’s cube and was observing him as well.

ER Rep: So when did you and Thomas decide to terminate Kareem for his performance?

Janet: Well, we really didn’t. Thomas does not really talk to any of us. He is kind of intense and when he makes his mind up about something, we all go along with it. So, Thomas called me into his office and said that he had made the decision to terminate Kareem and he asked me to be there to witness the conversation since I was Kareem’s supervisor.

ER Rep: What did you say to Thomas?

Janet: Nothing. You don’t question Thomas; you do what he says. So I stayed and he called Kareem in the office and terminated him. I must admit, I felt bad that this was happening. Maybe if we talked to Kareem, he could have improved… Well, I don’t know.

ER Rep: Did Kareem say anything?

Janet: No, he seemed shocked and upset and he got up and left as fast as he could.

ER Rep: Did you and Thomas talk after Kareem left?

Janet: No, Thomas just excused me and I went back to work.

ER Rep: Ok, Janet, thank so much for giving me your account of the situation. Is there anything else that you want to share with me? Anything else you can think of that pertains to Kareem?

Janet: No, I think that is it. Again, I really need this job, but I think maybe we could handle these things differently. But who am I to say?

ER Rep: Ok, Janet, is there anyone else who worked closely with Kareem or was friends with Kareem who may be able to help us with investigating his concerns?

Janet: Well, hmm. I think he was friends with Kathy. She transferred to our center from another one at about the same time Kareem came to work here.

ER Rep: Ok, thank you. I will be looking into this situation this week and will give you an update by the end of the week. Thank you so much for your time.

Janet: Ok, thank you.

 

 

 

Witness Interview 1 Transcript (Michael)

ER Rep: Hi Michael. How are you today? Michael: Good, thanks. How are you? ER Rep: I am fine; thanks for asking. As we talk today, I will be looking for complete and truthful information and any specific detail you can provide me regarding dates, times, or examples that will help me to better understand the situation. I’ll also be taking notes on my laptop as we talk so that I can accurately record what you are telling me. I wanted to talk to you today about a former coworker of yours, Kareem. Michael: Yeah, I remember Kareem. I haven’t seen him in a while though. ER Rep: Ok, what do you remember about Kareem? Michael: Well, I did not know him well, but he seemed nice enough. ER Rep: Michael, do you have any information about Kareem’s performance or work habits? Michael: I don’t know. He seemed to perform well; I heard him on the phone with customers and he seemed pleasant and he was able to resolve the customer’s issues from what I could tell. ER Rep: Ok, anything else you can share? Michael: Well, yes, I noticed that he left his workstation often. A few times, I saw him in the bathroom when I went in and he was washing his hands and feet. Seemed odd to me but who am I to question someone else’s bathroom habits? ER Rep: Michael, was there anything else you observed? Michael: Well, I also found him in the corner a few times during the day kneeling on a mat with his face down and his forehead resting on the mat and he was talking to himself. ER Rep: Did you know what he was doing? Did you ever ask him about it? Michael: No, I didn’t think it was any of my business. I guess he was doing some form of praying. I don’t know. ER Rep: Michael, did you ever report this to Janet?

 

 

 

Michael: I did. You know, this is a really tough environment and I work really hard to be successful. You can’t just be leaving your workstation to go to the bathroom and wander around the center. That is just really not cool. And I don’t care why he was doing it, so I felt like I had to tell Janet what I saw. ER Rep: So what exactly did you share with Janet? Michael: I just told her that I saw Kareem on several different occasions sitting on a mat in the corner of the center with his eyes closed and his hands clasped praying. I also told her that I had seen him in different positions and talking to himself on the mat. I told her about seeing him washing his hands and feet in the bathroom as well. I just thought she should know. ER Rep: Thanks, Michael, for your information. Anything else you can think of that I should know about Kareem? Michael: No, I think that is it. ER Rep: Ok, Michael, well if you think of anything else, please let me know. Also, I would ask that you keep this conversation confidential as we are investigating some concerns here at ABC Corporation. Can you commit to this? Michael: Yeah, sure, of course. ER Rep: Thanks again for your time. I appreciate it. Michael: No problem.

 

 

 

Witness Interview 2 Transcript (Kathy)

ER Rep: Hi Kathy, how are you today? Kathy: Good, thanks. How are you? ER Rep: I am fine, thanks for asking. I wanted to talk to you today about a former coworker of yours, Kareem. Kathy: Oh yes! I remember Kareem. I miss him. We were friends and then one day he was gone. ER Rep: Ok, as we talk today, I will be looking for complete and truthful information and any specific detail you can provide me regarding dates, times, or examples that will help me to better understand the situation. I’ll also be taking notes on my laptop as we talk so that I can accurately record what you are telling me. Kathy: Um, ok. What is going on? ER Rep: Well, let’s just start at the beginning. What do you remember about Kareem? Kathy: Well, he was very nice. We kind of bonded since we started at about the same time. I transferred from another call center and Kareem asked me for my help quite a bit in the beginning. ER Rep: Kathy, you said Kareem asked you for help. What can you tell me about Kareem’s performance or work habits? Kathy: He really wanted to succeed. He was so hard on himself when he made a mistake. He got the hang of it and then he seemed to perform well. I heard him on the phone with customers and he seemed pleasant. From what he told me, his numbers were good too. ER Rep: Ok, anything else you can share? Kathy: Well, yes, Kareem was very religious. He had to pray five times per day. ER Rep: Ok, can you tell me more? Kathy: Well, from what he told me, he had to leave his workstation often. He would go into the bathroom to wash his hands, arms, face, and feet. Then he would go and pray on a mat. He said it was a way of reminding him of God throughout the day. I thought it was pretty cool. ER Rep: Kathy, was there anything else you observed?

 

 

 

Kathy: No, but I worried about his religious practice since it took him away from his cubicle quite a bit and I didn’t want him to get into trouble. ER Rep: Did you express your concerns to Kareem? Kathy: Well, in a roundabout kind of way. I told him to be careful because I did not trust the leaders around here. You just never know what might happen. ER Rep: What does that mean? Kathy: It is a really intense environment and employees are expected to be at their cubicles and answering customer calls all day. Productivity standards are really important to Thomas. I have seen people come and go here for the littlest things. ER Rep: Do you have any specific examples? Kathy: No, just what I have heard and sometimes seen. One day you are here and the next you are not. It is ruthless. ER Rep: Thanks Kathy for your information, anything else you can think of that I should know about Kareem? Kathy: No, I think that is it. I miss Kareem and I don’t know why he left, he seemed happy here. ER Rep: Ok, Kathy, well if you think of anything else, please let me know. Also, I would ask that you keep this conversation confidential as we are investigating some concerns here at ABC Corporation. Can you commit to this? Kathy: Oh, yes, of course! ER Rep: Thanks again for your time, I appreciate it.

 

 

 

Alleged Interview 2 Transcript (Thomas)

ER Rep: Hi, Thomas. How are you doing today? Thomas: Fine, thank you. What is this meeting all about? I am a busy man and don’t have time for this nonsense. ER Rep: Well, first, let me thank you for taking the time to meet with me today. I appreciate that you are busy but let me assure you this is very important. We need to discuss a situation at ABC Corporation. My role in this situation is to objectively investigate some concerns raised by a former employee. But, before we get into specifics, it’s very important that I gather all sides of the story before making any decisions. Do you have any questions or concerns before we get started? Thomas: No. Let’s just get to it already. ER Rep: Ok, we will. I would appreciate your patience today and we will get through the conversation as quickly as possible. I also want to let you know that I will maintain confidentiality and only discuss this information with those who have a direct need to know. I would also encourage you to keep the contents of this investigation confidential to protect the integrity of the investigation. Do you have any concerns about your ability to keep this confidential? Thomas: Nope, got it. ER Rep: Great. OK. So, as we talk today, I will be looking for complete and truthful information and any specific detail you can provide me would be appreciated. I’ll also be taking notes on my laptop as we talk so that I can accurately record what you are telling me. OK, what can you tell me about former employee Kareem? Thomas: Kareem? I don’t know any Kareem. ER Rep: He was an employee that worked in your call center for about eight months. You terminated him about three weeks ago and he has hired an attorney to potentially sue you for wrongful termination because of religious discrimination. Thomas: What?! Well, that is ridiculous. ER Rep: OK. Well, think about it for a moment. His name is Kareem; I have his personnel file here. What can you tell me about his performance? Thomas: Ah yes, he was the boy we fired for poor performance.

 

 

 

ER Rep: Yes, that is him. What specifically about his performance? Thomas: Well, Janet, one of the call center supervisors, told me she began to notice that Kareem was missing from his workstation several times a day and his numbers were dropping. ER Rep: Do you know if Janet spoke with Kareem about this? Thomas: No, I don’t know. I trust her to manage her employees appropriately and to my expectation. ER Rep: Ok, so when Janet reported this, did you talk to Kareem about it? Thomas: No, he is Janet’s and she knows what to do. I don’t have time for those types of conversations. I run the best call center in this company and we work hard. We need to do our jobs, work the phones, and get our numbers up. It’s as simple as that. ER Rep: Ok, so did you observe Kareem or look into his performance numbers? Thomas: Well, I decided I would monitor Kareem and check things out. I have no patience for underperformers and my customer service reps need to be at their desks at all times except for designated lunch or break times. ER Rep: What did you discover? Thomas: I started watching Kareem more closely. I hovered a bit around Kareem’s cube and was observing him as well. ER Rep: So when did you decide to terminate Kareem for his performance? Thomas: Well, I saw him leave his workstation several times over the course of the day. And his numbers were dropping. I have no tolerance for this and Kareem knows the expectation. So, I called Janet into my office and said that I had made the decision to terminate Kareem. I asked her to be there to witness the conversation since she was Kareem’s supervisor. ER Rep: Did you ever have a conversation with Janet about why Kareem was leaving his workstation and why his numbers were dropping? Thomas: No, of course not. I could care less. All I care about is the productivity of this center and if I have an employee who is not cutting it, then that employee must go. ER Rep: So what happened next?

 

 

 

Thomas: We called Kareem into the office and told him he was taking excessive breaks, was not productive because of those breaks, and his numbers were down. ER Rep: Did Kareem say anything? Thomas: No, he did not, so I excused him and he left. ER Rep: Did you and Janet talk after Kareem left? Thomas: No, Janet and I went back to work. ER Rep: Ok, Thomas. Thank you so much for giving me your account of the situation. Is there anything else that you want to share with me? Anything else you can think of that pertains to Kareem? Thomas: No, I think that is it. We have very high standards here and some people can’t hack it. Kareem could not handle the work so we let him go. ER Rep: Ok, I will be looking into this situation this week and will give you an update by the end of the week. Thank you so much for your time. Thomas: Ok.

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

Operation Management

(1)    Thermostats are subjected to rigorous testing before they are shipped to air conditioning technicians around the world. Results from the last five samples are shown in the table. Is the process under control?

Is the process capable of meeting 3 sigma quality performance?

 

Unit #
Sample 1
Sample 2
Sample 3
Sample 4
Sample 5
1 73.5 70.8 72.2 73.6 71.0
2 71.3 71.0 73.1 72.7 72.2
3 70.0 72.6 71.9 72.4 73.3
4 71.1 70.6 70.3 74.2 73.6
5 70.8 70.7 70.7 73.5 71.1

 

 

(2)      The delivery wagon that the hominy man had used for the last three decades was beyond repair, so he decided to open a hominy stand at a busy intersection in downtown Luther. Customers arrive at the rate of 8 per hour and it takes 5 minutes on average to fill their buckets with hominy. What is the likelihood that the line is longer than three people?

What is the average waiting time in line?

What is the average number of customers in line?

 

 

(3)    Boralis manufacture backpacks for hikers. The demand for its products during the peak period of March to June of each year is 100, 200, 180, and 300 units, respectively. The company uses part time labor to accommodate fluctuations in demand. It is estimated that Boralis can produce 50, 180,280, and 270 units in March through June. A current month’s demand can satisfied in one of the three ways.

(1)    Current month’s production at the cost of $40 per pack

(2)    Surplus production in an earlier monthly at an additional cost of $0.50 per pack per month

(3)    Surplus production in a later month (back-ordering) at an additional penalty cost of $2.00 per pack per month.

Boralis wishes to determine the optimal production schedule for the four months

(A)   Set up the transportation table

(B)   Model for this problem

(C)   Use Northwest corner, Least cost and Vogel methods to find the initial feasible solutions

(D)   What is the optimum solution

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

How Senior Citizens Are Influenced By Newspapers

1

Running head: USE OF SOCIAL MEDIA DURING WORK HOURS

25

USE OF SOCIAL MEDIA DURING WORK HOURS

Use of Social Media during Work Hours on Employees Specifically Facebook

Contents

Abstract……………………………………………………………………………………………………………………… 4

Introduction………………………………………………………………………………………………………………… 5

Justification for the Study……………………………………………………………………………………………….6

Internal factors………………………………………………………………………………………………………………8

Company Value………………………………………………………………………………………………… 9

Company Vision and Mission………………………………………………………………………………9

Conflict of Interest……………………………………………………………………………………………. 9

Company Reputation………………………………………………………………………………………… 10 Failure to Meet Set Deadlines and Targets………………………………………………………….. 10

Loss of Employment………………………………………………………………………………………….11

Waste of Time…………………………………………………………………………………………………..11

Customer Needs………………………………………………………………………………………………..12

Customer Handling………………………………………………………………………………………….. 13

Poor Quality Goods…………………………………………………………………………………………..13

Injuries…………………………………………………………………………………………………………….14

Discontent Employee………………………………………………………………………………………..14

Low Productivity………………………………………………………………………………………………15

Increased Operation Costs and Low Revenues……………………………………………………..15

Loss of Focus on Work……………………………………………………………………………………..16

Employee Self-Esteem………………………………………………………………………………………17

External Factors………………………………………………………………………………………………………….18

Employee Relations………………………………………………………………………………………….18

Confidentiality of Company Information……………………………………………………….. 18

Technology Advancement……………………………………………………………………………. 19 Public Relations………………………………………………………………………………………….. 19

Disruption………………………………………………………………………………………………….. 20

Switching Services……………………………………………………………………………………… 20

Complaints………………………………………………………………………………………………….21

Recommendations…………………………………………………………………………………………………..22

Conclusion……………………………………………………………………………………………………………. 27 References…………………………………………………………………………………………………………….. 28

Abstract

The advancement of technology continues to pose a major challenge in the workplace. The emergence of social media specifically Facebook has changed the performance of employees and hindered the progress of organizations. There are benefits affiliated to Facebook use at the workplace such as online sales, and customer relationship. However, there are negative impacts as employees are increasingly accessing Facebook during working hours unlike focusing on their duties. Employees are an organization’s asset, and the success of the business relies on their ability. Facebook’s impact on employees performance and even changed their perception and attitude towards work. Most employees utilize Facebook for personal gains and not the intended purpose of increasing productivity and revenues. As a result, the company’s productivity reduces because of rising operational costs and decreasing revenues. It is worth noting that Facebook use during working hours should operate towards improving socialization and building relationships between the company and its customers. It has been difficult to achieve as employees have resorted to Facebook use during working hours to address their boredom issues and even lack of motivation and interest to work. These shortcomings have considerable impacts on an organization’s reputation thus resulting in the loss of customers. Employees need to consider Facebook as a tool that aids their working and not a tool for personal gains. This paper will discuss in detail the internal and external factors regarding the adverse effects of Facebook use by employees during working hours. Recommendations will also be discussed to help organizations improve and facilitate employee competence in the workplace.

Keywords: social media, Facebook, technology, employees, and organization.

Use of Social Media during Work Hours on Employees Specifically Facebook

Introduction

Facebook use in the workplace by employees has a considerable impact. Although employees gain insights regarding productivity, marketing, communication, and interactions, there is the need to consider the negative impact Facebook poses (Aral, Dellarocas & Godes, 2013). Although Facebook use at the workplace helps bring more customers through online interactions, simple mistakes such as failure to focus on client needs could expose a company’s weakness and endanger its reputation. The success of an organization relies on the efforts of employees regarding increasing productivity and working towards achieving organizational goals. Organizations pursue goals and employees are responsible for ensuring the success in achieving these objectives. It implies the need to cooperate with the rest of the workers and the top management in order work collaboratively.

Facebook, however, has changed the direction of task performance among employees. Most employees consider Facebook as a platform that relieves stress (Goodfellow, 2012). As a result, they resort to accessing Facebook even as a customer waits to be served simply due to lack of motivation or interest at work. It in turn, affects company productivity because employees get paid to work so that the business gets value for money. Employees use Facebook during working hours because they feel unwanted or not engaged in organizational plans. As a result, they waste time including company resources by increasing operation costs through accessing Facebook instead of working. It derails their ability to deliver on their duties and even the company’s reputation among customers and competitors (Bargh & McKenna, 2004). Facebook use during working hours reduces productivity hours thus competitors gain a competitive edge over the company because of an unskilled workforce. Facebook has therefore changed the attitude of workers towards work thus resulting in a waste of time and low productivity for the enterprise.

Justification for the Study

Employers from different companies have experienced reduced productivity from their employees due to the rise of employees browsing Facebook during working hours. That leads to a decreased quality of services and goods for the customers, the effect of the company’s reputation, the waste of time without benefits or productivity from the employees and employers feeling anxious and try to find solutions to this negative phenomenon. The research paper is very significant in that it explores the how the use of social networking lowers employees’ productivity, specifically Facebook. Also, the research can help both employers and employees in understanding how the continuous use of Facebook can affect their productivity. This is especially when the employees use the Facebook for a long time, which will reduce their contribution to the organization. Many sources, and arguments indicated about some negative aspects, which affect the employees in their work when they use Facebook during work hours. In John’s study (2011), employees are known to reduce their focus on their assigned duties when they spend their time on Facebook.

This has resulted in different problems to employers, which are related to services and products of low quality offered to the customers. In Das & Sahoo study (2010), employers need to understand that uncontrolled use of Facebook increases their operation costs and reduces their revenue generation because most employees rely on computers and the internet. As a result, it will reduce working hours that the employees are expected to be working for their organization. Further, the research paper highlights statistics that show that employees who engage in Facebook during working hours waste more time. It is important for employers in that it helps them understand how to control regular employees’ use of Facebook and how this relates to increased productivity. Employers have the responsibility of ensuring that employees are paid for work done which should be measured by their output (Coovert & Thompson, 2013). Using this approach is important in that employees are discouraged to spend more time in their workplace as this reduces their overall output. When output is used as measure of productivity, it ensures that employees reduce time used on Facebook (In, 2014). Aguenza & Som (2012) notes that when more hours are used on Facebook, employees have reduced output to show at the end of a working day. Therefore, through the research, it is possible for employers to understand that use of overall hours worked by employees may be erroneous to determine output.

Employees who regularly browse through Facebook get to work as a routine and leave at the specific time which further denies employers productive hours (Lue, 2010). Another researcher, Philippe (2015), argued about some employers are challenged to limit the use Facebook by employees during working hours. This is through the development of measures that ensure that employees take responsibility for their actions. On the other hand, Philippe also challenges the employees to maximize their working hours on productive activities instead of Facebook. Based on the identified supporting information, the research is relevant in understanding how use of Facebook negatively affects productivity of employees. Facebook usage in the workplace has resulted to workers hurting employee self- esteem. As a result, it has affected their productivity towards their organization greatly in a negative way.

The research has showed that people will tend to do what they can to match their fellow colleagues, despite their capability being at different levels. Further, workers will tend to carry out tasks that are beyond their ability to prove to the rest, that their potentials are immeasurable which results to incomplete tasks due to difficulties. As people tend to do what is beyond their potentials, it results in the increased waste of time, since it will need someone else to be assigned the same task for its completion (Kawasaki & Fitzpatrick, 2014). Moreover, the company will end up using more resources in production, because a task will be done twice by two different people, which means repetition of work. Therefore, it is the responsibility of the organization to ensure that tasks are assigned to qualified personnel, whom will ensure they are completed in time and without repeating. The study has shown that use of Facebook in the workplace has affected the productivity of individuals significantly, thus resulting in poor outcome.

The use of Facebook, involves changing and updating settings regularly in order for people to retain their privacy. Research has shown that users have ended up exposing their privacy to the outside world, thus becoming more prone to the threat of hacking. Therefore, managers should understand the limits that employees should be exposed to the Facebook. Further, this will expose the company’s confidential information globally as a result of hacking. Studies indicate that many organizations have experienced low productivity and loss of marketing power due to this problem. The organization will end up using capital and time to clean up its information from the hackers, which leads to business owners incurring costs, which were not in the budget of production. Employers should ensure that employees maintain privacy by spending less time on Facebook and more time on their assigned duties for maximum productivity, since every worker is paid according to his output towards the company (Leu, 2010). This study clearly shows how Facebook has affected the efficiency of staff in their respective duties negatively.

Internal factors

These are the factors that directly hinder an organization’s productivity due to Facebook use among employees or matters within the organization framework.

Company Value

Organizations are scheduled to operate within a set period. As a result, employees need to adjust to these schedules so that the business gets value and profitability. However, these time limits have caused workers to lose motivation towards work because it comes with set targets to achieve on a daily basis (Kaplan & Haenlein, 2010). An increasing workload in the workplace makes employees susceptible to accessing Facebook during work hours to relieve stress. A motivated workforce is necessary for ensuring that company goals and objectives are met. However, the unrealistic aspect of setting targets for organizations diverts employee attention to Facebook. Employees consider interactions with friends on Facebook necessary to help keep them up to date (De Vries, Gensler & Leeflang, 2012). However, the company is negatively affected as most time devoted to Facebook use during working hours drains its resources and productivity reduces.

Company Vision and Mission

Employees are usually employed to ensure that company goals and objectives are met. They are required to meet working standards based on the mission and vision of the organization. It may be complex for a worker to retain attention in the workplace because of the advancing technology (John, 2011). However, the company policy requires employees to uphold honesty and truthfulness to duty so that their tasks can be accomplished within the set time (Aral et al., 2013). The failure of an employee to meet company standards results in the conflict of interest between employers and themselves.

Conflict of Interest

The conflict of interest arises when employees fail to meet production expectations. Facebook use hinders increased productivity in the workplace because employees focus on what they are not employed to do (Hanna, Rohm & Crittenden, 2011). Employers expect employees to work and meet company standards so that operations and productivity remain consistent. Conflicts in the workplace are also derailing the progress of the company because there is a need for employers and employees to work in a friendly environment (Aguenza and Som, 2012). However, the use of Facebook during working hours may be acceptable to employees but unacceptable to employers; thus the conflict of interest arises.

Company Reputation

Employees are expected to ensure that customer needs are met entirely. Satisfied customers return, but dissatisfied ones ensure that many other customers leave the company. In service industries, employees are supposed to ensure quality is of the essence in all their activities (Kawasaki & Fitzpatrick, 2014). Quality, in this case, builds company reputation, and customers can either give good feedbacks or attack an employee for bad services. Employees use Facebook especially when there are fewer customers, and the activity seems slow (Kim & Ko, 2012). As a result, they end up serving the right product to the wrong customer because of the confusion and lack of concentration. Facebook attracts the attention of the user and forces the employee to appear confused when work demands confidence and due diligence while discharging duties (Goodfellow, 2012). As a result, customers end up dissatisfied and leave the company for competitors whose employees are careful enough to offer better and quality services.

Failure to Meet Set Deadlines and Targets

Facebook use during working hours implies that the daily tasks are not accomplished on time. As a result, the company’s schedule lags behind, and its operations tend to be slower than usual. It has a considerable impact on the performance of the company in the long run (Coovert & Thompson, 2013). The use of Facebook by employees during working hours results in the introduction of extra time. This concept is not beneficial to the company because it brings forth additional cost as the company is forced to supply additional resources and bills increase as well. Employees use Facebook during the day or working hours when they are supposed to be focusing on their work details. Employees who work extra time always demand a higher pay which drains the company regarding profits and revenues (Aral et al., 2013). The ability of employees to work and avert Facebook use would mean smaller pay and efficiency in the workplace.

Loss of Employment

Facebook use in the workplace also results in the loss of employment. It is possible for an employee to prove his or her hard work in the company throughout the years. However, a simple mistake of engaging in Facebook while working could see the job taken away and offered to a competent person (In, 2014). Companies are governed by policies and procedures as well as vision and mission which require an employee to uphold. The use of Facebook in the workplace is an act of dishonesty because an employee gets paid for work not done. The productivity and profitability of the company are crucial in sustaining operations (Aguenza et al., 2012). On the other hand, Facebook is a platform for socializing with friends and making new friends while commenting on posts. As a result, it is difficult and impossible for productivity and Facebook use to work together. It forms the basis for the loss of employment among incompetent and unjust employees who derail the progress of the company (Valkenburg, Peter & Schouten, 2006).

Waste of Time

During working hours, employees access Facebook to update statuses, like posts and comment on their friend’s posts. This results in a waste of time because work could have been done instead of spending time communicating and exchanging ideas with people that do not positively contribute to company success (Das and Sahoo, 2010). It is worth noting that Facebook use is addictive and changes the perception of the employee to work. Although Facebook use during working hours helps in idea generation; most employees access it for personal reasons and not business. Working hours are usually scheduled so that employees deliver and contribute positively to the success of the company (Bargh et al., 2004). Facebook use during working hours, therefore, increases the interest of the employee towards searching friends, their recent posts, lifestyles and even connecting with new people. All these activities are unnecessary to company framework because employees get paid for what they have not done.

Customer Needs

Customers look up to employees for successful delivery of services in the workplace. It is, therefore, the responsibility of employees to ensure customers are served well and according to the acceptable policies of the company. However, employees fail to deliver the services because of Facebook use during working hours (Aguenza et al., 2012). Instead of attending to customer needs, employees focus on Facebook resulting in loss of interest among customers to purchase goods and services (Kawasaki et al., 2014). Facebook, therefore, reduces the working hours yet the employee is supposed to be working. The reduction of working hours means the company does not get any contribution from the workforce. Customer retention is also better compared to customer acquisition (Das et al., 2010). The loss of customers would mean that the company is reducing its sales and can end up collapsing due to the lack of commitment among employees to serve customers well.

Customer Handling

Customers are valuable assets of the company. Every company takes pride in the number of frequent customers served on a daily basis. These clients help in determining the building or breaking a company’s reputation (Coovert et al., 2013). Businesses take a very long time to build company reputation. It is unfair for an employee to break it within a short period through Facebook use during working hours. Customers depend on the ability of workers to conduct themselves professionally in the workplace. The presence of an employee on Facebook when a client is demanding for services damages the reputation of the company (Aral et al., 2013). The customer may inform other customers of the dissatisfaction faced while seeking services in the enterprise. Ideally, the wide customer base of the company reduces and so does its profitability. Employees need to consider company image before embarking on non-business related activities during working hours (De Vries et al., 2010). Customers build company image but poor services from employees because of being on Facebook during working hours damage the good image.

Poor Quality Goods

Employees, especially those working in production industries, are expected to produce quality goods and services (Kim et al., 2012). Customer impression plays a significant role in the success of any business thus the need to carefully examine their needs and serve them well. However, Facebook has distracted employees such that any time they get is dedicated to Facebook. They do not look into the interests of the customer first, and goods of poor quality end up being delivered (In, 2014). Facebook affects the ability of competent employees to provide quality services to customers. As a result, customers get no value for their money thus gaining preference among competitors (Lue, 2010). It costs the company because the production of those goods is involved resources and time whose value keeps the business in progress (Bargh et al., 2004). Facebook, therefore, affects employee performance and productivity such that customers lose value for their money through faulty goods and services.

Injuries

Assembly industries are sensitive areas to work. As a result, an employee’s attention should be at its paramount. Employees consistently use Facebook regardless of their field of operation, which endangers their health and even lives to an extreme. There is a need for utmost care when working in assembly industries because materials are moved from one place to another while machines are in constant motion (Hutter , Hautz, Dennhardt & Füller, 2013). A simple mistake of losing focus could end an employee’s life. As a result, Facebook use while working exposes an employee to more risky situations because injuries are common in assembly industries. While an employee is busy updating a status about how exhausting the day has been and commenting on friend’s Facebook posts, the excitement could bring an arm into contact with the rotating machines (Kaplan et al., 2011). The injuries are usually severe, and some employees have even lost their jobs and remained disabled due to lack of attention and care in a sensitive working environment.

Discontent Employee

An employee who is discontented and dissatisfied with the operations of a company may decide to post false information on Facebook (Malthouse, Haenlein, Skiera, Wege & Zhang, 2013). It will affect the company’s performance because rumors are usually difficult to dismiss. Customers and competitors look up to employees for organizational strategies (Das et al., 2010). As a result, a simple mistake of posting false information on Facebook may result in most people believing after seeing, hearing, or reading it for a while. The false information usually occurs when an employee decides to leave the company after his or her grievances are ignored by the management (Heller Baird & Parasnis, 2011). A discontent employee can tarnish a company’s reputation and return it to the initial stage of trying to attract customers and widen the sales base (Aral et al., 2013). Facebook during working hours is dangerous especially when the company has denied employees the attention to address their issues and discomfort.

Low Productivity

Facebook has resulted in the waste of time among employees. It is worth noting that Facebook is only beneficial when marketing things online while utilizing working hours (Hanna et al., 2011). Other Facebook activities should be reserved for after working hours so that the company gets value for its money. Employees waste a lot of time on Facebook struggling to search for friends, update status and like posts while they should be working. Aguenza (2012) found that the company is faced with challenges of low productivity because most time is devoted to Facebook. Employees need to realize that their wages could reduce if the company profitability continues to decline. The profitability decreases because of employee incompetence and lack of dedication to work (De Vries et al., 2010). It is impossible for companies to pay more than what they earn. As a result, the waste of time through Facebook use by employees during working hours ends up destroying the overall operations of the company.

Increased Operation Costs and Low Revenues

Businesses are based on revenue generation and operation costs on a daily basis. It is the desire of every company that revenues increase at the end of the day while operation costs reduce. However, this has been difficult to achieve because employees focus so much on Facebook use rather than concentrating on what brought them to the workplace (Coovert et al., 2013). Companies have increased operating costs because employees use company resources to access Facebook rather than market goods online or communicate with customers through email and other business websites (Goodfellow, 2012). Most operational costs are attributed to Internet use in most organizations unlike other menial tasks such as attending to visitors and noting down important managerial records. At the end of the day, companies end up with low revenues and increasing operational costs. Employees use the internet for their personal gains while ignoring company activities and even ending up postponing tasks instead of working to completion (Bargh et al., 2004). It reduces the benefits that a company gets from installing the Internet as bills get paid for what is not beneficial but rather destructive.

Loss of Focus on Work

Employees who access Facebook during working hours because their employers have given them access to social media sites end up being less productive. Facebook has features such as status updates, games, and applications that make it tempting for employees. Aral et al. (2013) found that employees are forced to check the comments of friends continuously and to comment on posts that interest them. Lue in 2010 stated that the time that is spent on Facebook could have been used to yield better results for the company. Employees also update statuses regarding their feelings or workload, which may create a perception of laziness among customers who are Facebook friends. The act of businesses allowing employees access to Facebook during working hours means that productivity is derailed by things that do not positively contribute to the program of the company (Aguenza et al., 2012). Facebook hinders employees from focusing on their tasks thus low productivity becomes evident. It is worth noting that in this digital age, preventing access to Facebook may be a challenge because everyone wants to be up to date (Philippe, 2015). However, this activity in the workplace affects productivity and a waste of resources.

Employee Self-Esteem

Use of Facebook at the place of work can hurt employee relations. As much as employees relate to making new friends and share ideas, there is a need for boundaries so that someone does not get hurt in the process (Coovert et al., 2013). Facebook allows the sending of messages, which may harass a person and lower their self-esteem. As a result of the negative message that caused embarrassment, the employee relationship is affected, and staff can no longer work collaboratively for the success of the company (Hutter et al., 2013). It affects company productivity because employees should work towards a common goal. An employee who is having a bad day at work may decide to place an innocent post on Facebook. Another employee decides to relay that post to the supervisor, which results in workplace tension and employee resentment (Valkenburg et al., 2006).

As a result of this move, an employee may lose his or her job because of being considered unfit to work in challenging environments (Das et al., 2010). When an employees’ self-esteem is hurt, it will be difficult to remain productive and thus causing losses to the company. Facebook destroys employee self-esteem because interactions can at times get personal resulting in enmity in the workplace (Evans, 2010). Facebook paves the way for employees to communicate silently and without attracting the attention of others. As a result, the day ends when no work has been done as required thus derailing company efforts of being successful. The increasing conversation that is happening off-task denies the company an opportunity to get value for its money (John, 2011).

External Factors

These factors that affect an organization’s productivity indirectly due to Facebook use among employees to relate to the outside world such as employee relations, disruption, technology advancement, complaints, confidentiality, switching service, and public relations.

Employee Relations

Employees access Facebook during working hours to connect with colleagues and even the boss. These connections need to be directed towards company benefits (Vitak, Lampe, Gray & Ellison, 2012). However, in most cases, employees connect with friends to interact and update each other regarding the day’s activities. Workers in an organization have different levels of perceptions towards work and self-esteem. As much as some prefer to keep their job information confidential from colleagues, they end up being harassed through Facebook posts (Bargh et al., 2004). It is evident between superiors and subordinates which result in low self-esteem. Considering that collaborative effort and common goals are necessary for achieving company success, enmity among employees derails this achievement and the company suffers major losses or loses a competitive edge (Hutter et al., 2013).

Confidentiality of Company Information

Company information should be safeguarded at all costs. Businesses continue to progress and become successful because their information is kept and handled with confidentiality (Malthouse et al., 2013). However, employees who access Facebook during working hours could risk the privacy. In most instances, not all online interactions with people claiming to be customers are true. Some may be competitors trying to acquire the most crucial information so as to reduce the value of the company. The access to Facebook during working hours may end up in strangers engaging an employee to gain sufficient company information (GoodFellow, 2012). The company website ends up getting hacked and crucial information accessed. Hacking causes low productivity and marketing power loss because the reputation of the company is already destroyed. Employees may also end up disclosing information to friends who may end up hacking company systems for their gains (In, 2014). Facebook indeed affects the productivity of a business and hinders progress due to waste of a lot of time on irrelevant activities.

Technology Advancement

Internet use among employees in the workplace is unavoidable. This technological era has made almost every area of business to revolve around Internet use. However, the Internet can be misused through accessing Facebook instead of working. Companies create and maintain social media profiles that facilitate easy access (Coovert et al., 2013). This online profile facilitates the ease of reaching new clients as it becomes a promotional tool. However, employees mishandle and take advantage of this profile to access Facebook while trying to reach out to customers. The addictive nature of Facebook has contributed to frequent access, which has tampered with company profile. In cases where the corporation appoints an irresponsible person to handle the profile, the Internet access will concern logging onto Facebook and posting information (Aral et al., 2013). The addiction to Facebook hinders an employee’s ability to respond to client concerns and feedback thus resulting in the loss of customers or reduced customer base.

Public Relations

Facebook use in the workplace may be allowed as a public relations tool. As a result, the company can be in a position to measure transparency through pictures, blogs, and posts so that customers can easily connect with the company. However, the challenge arises with the employees left in charge of monitoring online activities (Hanna et al., 2011). The responsible employee for this task may end up failing to direct the customer through posting pictures that do not coincide with what the company does. As a result, the customer gets a negative insight and ceases to demand company services. Das in 2010 found that employees can affect the relationship between the business and the clients due to poor networking in the Facebook platform. Facebook usage can tamper with information intended to reach the customer because the employee is too concerned with a personal profile and not company profile (John, 2011). As a result, the company’s performance reduces and so does it’s rating among customers while the employee enjoys wages for what was not done as required.

Disruption

The rate at which technology is advancing cannot be ignored regardless of either it is an employer or employee. Facebook has ensured that people are always up to date. As a result, employees have found the use of Facebook during working hours as a way to pass time maybe due to tedious work (Bargh et al., 2004). This act of wanting to give time has a considerable impact on the company because its benefits are reaped without measuring the drawbacks. Facebook use disrupts company operations, and an employee may even forget his or her position in the workplace (Vitak et al., 2012). The use of Facebook in work-related environments depicts an embarrassing perspective. Employees are supposed to be working and not checking online sites for entertainment during working hours (Aral et al., 2013). Facebook distracts operations, and special details can be kept out due to carelessness and too much attention on Facebook.

Switching Services

Facebook use during working hours increases the chances of customers switching to competitors. Customers require attention and when their access to it is denied, they tend to prefer other companies with good and friendly services. Facebook denies employees an opportunity to concentrate on work because the content is so tempting and one is forced to move from page to page. As much as this is a waste of time, customer’s precious time is also lost because they have other things to attend (Coovert et al., 2013). The company’s operation costs increase and the revenue declines because the sales are lower due to too much focus on Facebook during working hours. Competitors get an upper hand to humiliate the company because most of its customers complain about poor services and lack of attention as they give a description of what they want. Hutter in 2013 found that competition in business is usual, but it can be averted when employees give customers attention by avoiding Facebook browsing during working hours.

Complaints

Facebook use during working hours can increase the intensity and consequences of a complaint. An employee feeling aggrieved in the workplace and decides to post it on Facebook may create a magnifying impact. Complaints are prevalent in the workplace because the company may fail to meet all the requirements of employees. As a result, employees end up posting their grievances on Facebook thus different interpretations come forth (De Vries et al., 2010). The manner in which employees address their grievances through Facebook can change the perception and attitude of customers towards the business or company. A discontented statement can fuel other employees to fire their complaints as well, which places the reputation of the company in bad light. The ballooning of these complaints makes it difficult for the management to stop the accusations (Vitak et al., 2012). It is worth realizing that claims and other aspects that put a company’s reputation in bad light spread fast especially among competitors and customers (Das et al., 2010). This implies that the productivity of the company will end up declining and the sales will reduce as well because customers will seek alternative companies for service delivery.

Recommendations

Employers need to develop policies regarding what is acceptable in the workplace. These policies will govern the conduct of employees in the workplace regarding using the internet, smartphones, social media and emails. Employees need to be aware upon recruitment that the company operations are due to regulations. The restriction of internet use for personal reasons in the workplace will help avert the negative consequences of accessing Facebook instead of working (Hutter et al., 2013). Company policies help provide directions for employees on a daily basis, so that the interests of the enterprise can be safeguarded.

Frequent meetings in the workplace will contribute to refresh the vision and mission of the company. As a result, employees are always reminded of the guidelines and standards of the enterprise (Heller Baird et al., 2011). Companies operate based on the objectives that are put forth upon establishment. Workers should know the objectives and the consequences that follow upon violation. Employers need to talk to the staff by informing and consulting with employees regarding the challenges of using Facebook during work (Hanna et al., 2011). It will create a balance that is beneficial to the company and the employees. A business owner has to understand workers’ needs during working hours so that work-life balance is achieved. The emergence of technology has reduced the relationship between work and home (Coovert et al., 2013). Employees rely on Facebook to pass information to caretakers at home, an aspect that employers need to take into account or provide measures that solve this problem amicably.

The employers need to develop the perception among employees that Facebook use during working hours is a privilege that can easily be taken away (In, 2014). As a result, employees will embrace open dialogue with management to ensure that everyone understands the appropriate use of Facebook during working hours. Employers can install software that ensures the monitoring of time spent on Facebook on a daily basis. It can be implemented without employee consent so that employers can know the employees who derail the progress and productivity of the company (Aguenza et al., 2012). As much as the employees will not be denied the freedom to use Facebook, they will have to be accountable for their actions.

Most companies attribute Facebook use during working hours to the younger generation. These are employees who are beginning to climb the ranks of management and social media use is their priority as a way of communicating (Kim et al., 2012). The younger generation does not consider Facebook use during work hours as problematic. As a result, they will require being informed otherwise they will continue with that trend without thoughts of wrongdoing.

Facebook use interferes with the interpersonal skills because employees prefer to email rather than talk to fellow employees face to face (De Vries et al., 2010). The company or management should encourage collaboration and interaction among employees. As much as Facebook can be used to exchange ideas, personal contact with other employees helps build confidence.

Employers need to consider Facebook use among prospective employees during recruitment. Although some employees may give up the opportunity for feeling their privacy is invaded, and the managers can determine the likelihood of mistakes in hiring (Valkenburg et al., 2006). Hiring procedures should see to it that Facebook use and history is prioritized to determine the suitability of employees. An employee who is always available on Facebook for lack of critical and constructive reasons can easily derail the productivity of the company (Aral et al., 2013). The company would have avoided the awaiting disasters if they were to employ that person.

Training is also essential in restricting Facebook use during working hours. Employees should be informed of the relevance of upholding company policies throughout their stay in the business (Skeels & Grudin, 2009). Training ensures that employees are consistent and conversant with the objectives and policies of the company. Employees also get an education regarding the consequences of wasting time during working hours on things that do not benefit the business (Das et al., 2010). The company can also outline the disciplinary measures that await incompetent employees when the guidelines provided during training are violated.

The productivity of organizations is vital for its maintenance in the long term. As a result, employees need to consider embracing productivity during working hours unlike using Facebook for the wrong reason. There is the need for employees to realize that their wages are based on the amount of productivity (Aguenza et al., 2012). Employers should let employees know that their work will be assessed depending on the efforts put forth to boost organization performance. It will motivate employees to work hard and meet set targets so that other benefits, besides salaries, can be evident.

Facebook use in the workplace should be a source of collaboration and safe working environment. Employees should be enriched with learning experiences through the use of Facebook (In, 2014). However, employers need first to tame the professionalism among employees to ensure that they look after the interests of the organization. Employees should undergo education regarding professionalism while handling online tasks (Mangold & Faulds, 2009). They should also be informed of the risks involved in updating inaccurate statements, posting inappropriate comments and pictures on Facebook. It will help ensure that employees are focused on the goals of the organization.

Employee efforts also need to be appreciated by the employers (Bargh et al., 2004). The realization that their efforts are valuable will motivate them to work towards achieving organizational goals. The contributions of employees towards the company will yield success and staff will feel satisfied with the outcome of their efforts. Employee appreciation is also based on addressing their grievances as they occur so that they do not make it public. The company’s reputation can be protected when employers are looking into the interest of employees.

Use of Facebook has either changed or tarnished the company’s image. It is necessary for employees to apply knowledge and competence in everything they do upon reporting to work. It will help safeguard the company’s reputation because of the awareness of the direction and goals of the enterprise. Employers should strive to create an equilibrium regarding the positive impact and negative impact of Facebook use during working hours (Aguenza et al., 2012). It is through human interactions that employees engage in aspects that ensure the regulation of Facebook use. The collaborative effort of management and staff to use Facebook in a particular way and for specified reasons facilitates their ability to reason together upon difficulty. As a result, Facebook use should be directed towards contributing, preserving and enhancing knowledge in the workplace.

Facebook use during working hours can be tamed through setting clear work goals and deadlines of work. Employees will report to the company and know what is expected of them. When employees are not too busy, they tend to look for entertainment from the most convenient places (John, 2011). Facebook is tempting, especially when boredom in the workplace strikes. However, employers should ensure that employees are fully packed with work throughout the day or night depending on their working hours (Mangold et al., 2009). The work is checked before employees leave after their hours lapse to determine their efforts and level of commitment towards meeting set deadlines.

Enough work distribution among employees during working hours also helps the company get value for its money (Aral et al., 2013). Idle employees derail the company’s productivity by using Facebook instead of working. As a result, it is important that wages are set by working hours so that employees can work hard to earn more.

Employees need to feel wanted in the organization. Employers should make employees feel invested in the success of the company (Vitak et al., 2012). This implies the need for involvement in all company operations so that employees are aware of their position. The company should outline the short term and long term goals to ensure that employees fit into the plans (Hutter et al., 2013). Employees tend to be attentive to detail when their skills and competence are acknowledged and put to good use.

Some companies employ individuals who are not competent enough for the job. As a result, the person gets bored quickly and chooses alternative ways to regain comfort during working hours. Employers should check a person’s ability to perform and increase company productivity before hiring. Employees should be motivated to work and also remain committed to the strategies and goals of the organization (Aguenza et al., 2012). There is no need to subject an employee to a task that will create difficulty in accomplishing. The consideration of employee skills makes motivation and commitment easier. It also prevents an employee from distractions such as Facebook use during working hours because of the awareness of what they need to pursue. Employees should be educated on customer handling services so that the clients return and not prefer the competitors (GoodFellow, 2012).

Conclusion

The use of Facebook in the workplace has become rampant in the recent years. Employees continue to rely on Facebook as a means to address their grievances, make new friends, post updates and comment. They fail to recognize the negative impact of using Facebook during working hours. Companies have experienced low productivity and even closed down because of employee incompetence during working hours. Employers need to develop policies that govern Facebook use in the workplace. Employers and employees should have clear goals to pursue, and deadlines should be set to ensure employees remain focused throughout working hours. Although Facebook facilitates company performance because of ease of communication, productivity is also of the essence when employees concentrate on work during working hours.

References

Aguenza, B. B. & Som, A. P. (2012). A Conceptual Analysis of Social Networking and its Impact on Employee Productivity. Journal of Business and Management. 1(2): 48-52.

Aral, S., Dellarocas, C., & Godes, D. (2013). Introduction to the special issue-social media and business transformation: A framework for research. Information Systems Research, 24(1), 3-13.

Bargh, J. A., & McKenna, K. Y. (2004). The Internet and social life. Annu. Rev. Psychol., 55, 573.

Coovert, M. D. & Thompson, L. F. (2013). The Psychology of Workplace Technology. New York: Routledge.

Das, B. & Sahoo, J. S. (2010). Social Networking Sites – A Critical Analysis of Its Impact on Personal and Social Life. International Journal of Business and Social Science. 2(14): 222.

De Vries, L., Gensler, S., & Leeflang, P. S. (2012). Popularity of brand posts on brand fan pages: An investigation of the effects of social media marketing. Journal of Interactive Marketing, 26(2), 83-91.

Evans, D. (2010). Social media marketing: the next generation of business engagement. John Wiley & Sons.

Goodfellow, G. (2012). Facebook in the workplace (Doctoral dissertation, University of Prince Edward Island).

Hanna, R., Rohm, A., & Crittenden, V. L. (2011). We’re all connected: The power of the social media ecosystem. Business horizons, 54(3), 265-273.

Heller Baird, C., & Parasnis, G. (2011). From social media to social customer relationship management. Strategy & Leadership, 39(5), 30-37.

Hutter, K., Hautz, J., Dennhardt, S., & Füller, J. (2013). The impact of user interactions in social media on brand awareness and purchase intention: the case of MINI on Facebook. Journal of Product & Brand Management, 22(5/6), 342-351.

In, L. (2014). Integrating Social Media into Business Practice, Applications, Management, and Models. Hershey: Information science reference.

John, Gird, P. (2011). Social Knowledge: Using Social Media to Know What You Know. Hershey: Information Science Reference.

Kaplan, A. M., & Haenlein, M. (2010). Users of the world, unite! The challenges and opportunities of Social Media. Business horizons, 53(1), 59-68.

Kawasaki, G.,& Fitzpatrick, P. (2014). The art of social media: Power tips for power users.

New York.

Kim, A. J., & Ko, E. (2012). Do social media marketing activities enhance customer equity? An empirical study of luxury fashion brand. Journal of Business Research, 65(10), 1480-1486.

Lue, A. (2010). Social Media At Work: How Networking Tools Propel Organizational Performance. San Francisco: Jossey-Bass.

Malthouse, E. C., Haenlein, M., Skiera, B., Wege, E., & Zhang, M. (2013). Managing customer relationships in the social media era: Introducing the social CRM house. Journal of Interactive Marketing, 27(4), 270-280.

Mangold, W. G., & Faulds, D. J. (2009). Social media: The new hybrid element of the promotion mix. Business horizons, 52(4), 357-365.

Philippe, Z. (2015). Business Ethics and Diversity in the Modern Workplace. Hershey: Information Science Reference.

Skeels, M. M., & Grudin, J. (2009, May). When social networks cross boundaries: a case study of workplace use of facebook and linkedin. In Proceedings of the ACM 2009 international conference on Supporting group work (pp. 95-104). ACM.

Valkenburg, P. M., Peter, J., & Schouten, A. P. (2006). Friend networking sites and their relationship to adolescents’ well-being and social self-esteem. CyberPsychology & Behavior, 9(5), 584-590.

Vitak, J., Lampe, C., Gray, R., & Ellison, N. B. (2012, February). Why won’t you be my Facebook friend?: Strategies for managing context collapse in the workplace. In Proceedings of the 2012 iConference (pp. 555-557). ACM.

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!

Importance Of Becoming A Global Citizen

Importance of Becoming a Global Citizen

Prepare: View the Globalization at a Crossroads  series episode and read the article A Model of Global Citizenship: Antecedents and Outcomes by Stephen Reysen and Iva Katzarska-Miller (2013). Go to the Ashford University Library, and locate one additional source on global citizenship that will help support your viewpoint.

Reflect: Please take some time to reflect on how the concept of global citizenship has shaped your identity, and think about how being a global citizen has made you a better person in your community.

Write: Use the Week 1 Example Assignment GuidePreview the document when addressing the following prompts:

  • Describe and explain a clear distinction between “globalism” and “globalization” after viewing the video and reading the article.
  • Describe how being a global citizen in the world of advanced technology can be beneficial to your success in meeting your personal, academic, and professional goals.
  • Explain why there has been disagreement between theorists about the definition of global citizenship and develop your own definition of global citizenship after reading the article by Reysen and Katzarska-Miller.
  • Choose two of the six outcomes of global citizenship from the article (i.e., intergroup empathy, valuing diversity, social justice, environmental sustainability, intergroup helping, and the level of responsibility to act for the betterment of this world).
    • Explain why those two outcomes are the most important in becoming a global citizen compared to the others.
  • Describe at least two personal examples or events in your life that illustrate the development of global citizenship based on the two outcomes you chose.
  • Identify two specific general education courses.
    • Explain how each course influenced you to become a global citizen.

The Importance of Becoming a Global Citizen

Before you submit your written assignment, you are encouraged to review the review the Grammarly (Links to an external site.)Links to an external site. page tutorial, set up a Grammarly account (if you have not already done so), and use Grammarly to review a rough draft of your assignment. Then carefully review all issues identified by Grammarly and revise your work as needed.

 
Do you need a similar assignment done for you from scratch? Order now!
Use Discount Code "Newclient" for a 15% Discount!