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Workshop Four - 4.4 Dropbox4.4 Dropbox: Competing Through Globalization, Technology, and Sustainabilitywith Integrity in ActionEvery executive recognizes the need for satisfied, loyal customers. If the firm is publicly held, it is also safe to assume that every executive appreciates the need to have satisfied, loyal investors. Customers and investors provide the financial resources that allow the organization to survive. However, not every executive understands the need to generate satisfaction and loyalty among employees. Yet, as we saw in the opening vignette, whereas voluntary turnover is actually good for the overall economy, it is often very costly for some individual employers. This may even be the deciding factor when it comes to who wins and who loses in the competitive market because retention rates among employees are a direct link between employee retention rates and sales growth and companies that are cited as one of the "100 Best Companies to "Work For" routinely outperform their competition on many other financial indicators of performance. This is especially the case in the service industry where the direct contact between customers and employees enhances the relationship between employee satisfaction and customer satisfaction. (Noe, Hollenbeck, Gerhart, & Wright, 2015, p. 452)Introduction and AlignmentFor each workshop—Workshop One through Workshop Six, you will have the opportunity to gain competencies by learning to exercise your analysis and decision making skills —focusing on HRM practices and strategies companies can employ to be competitive in four key areas: competing through globalization, competing through technology, competing through sustainability, and integrity in actionFor this assignment, you will address those four key areas as presented in the textbook reading from Chapters 8, 9, and 10. In addition to the learning concepts from Chapters 8 and 9—already highlighted in association with previous assessments in this workshop—the learning concepts in the reading from Chapter 10—Employee Separation and Retention, include:Distinguishing between involuntary and voluntary turnover, and how each of these forms of turnover can be leveraged for competitive advantage.The major elements that contribute to perceptions of justice and how to apply these in organizational contexts involving discipline and dismissal.Specifying the relationship between job satisfaction and various forms of job withdrawal,and identifying the major sources of job satisfaction in work contexts.Designing a survey feedback intervention program, and using it to promote retention of key organizational personnel. (Noe, Hollenbeck, Gerhart, & Wright, 2015, p. 450)Upon completion of this assignment you should be able to:
Determine in what ways are the factors that cause job dissatisfaction universal across cultures, and what this implies for countries that seek competitive advantage by exploiting workers.Explain why the use of telepresence robots increases the job satisfaction and performanceof some workers, but reduces job satisfaction and performance for other workers.Describe the types of people and the types of tasks that would be best suited for the use oftelepresence robots.Discuss how the nature of a company’s workers and the nature of the work itself might influence when flextime is a good policy and when it is a poor strategy.Explain why a “one-size-fits all policy” for flextime might be unrealistic.Evaluate whether or not firms might be motivated to screen out potential whistleblowers in light of the view of the larger society on the ethical/unethical practice.ResourcesTextbook: Human Resource Management: Gaining a Competitive AdvantageFile: Sample Paper FormatBackground InformationInvoluntary turnover reflects a separation initiated by the organization, often when the individualwould prefer to stay a member of the organization. Voluntary turnover reflects a separation initiated by the individual, often when the organization would prefer that the person stay a member. Organizations can gain competitive advantage by strategically managing the separationprocess so that involuntary turnover is implemented in a fashion that does not invite retaliation, and voluntary turnover among high performers is kept to a minimum. Retaliatory reactions to organizational discipline and dismissal decisions can be minimized by implementing these decisions in a manner that promotes feelings of procedural and interactive justice. Voluntary turnover can be minimized by measuring and monitoring employee levels of satisfaction with critical facets of job and organization, and then addressing any problems identified by such surveys. (Noe, Hollenbeck, Gerhart, & Wright, 2015, p. 484)Instructions1.Read Chapter 10, “Employee Separation and Retention,” in the Human Resource Management textbook. Attend carefully to the four “popular boxes” in Chapter 10 relatedto competing globally and technologically, with sustainability and integration of ethics.The single submission assignment will be comprised of four individually written responses —each one addressing one of the four areas for gaining HR competitive advantage.2.Read the scenario “Competing through Globalization: Riot Puts Spotlight on Working Conditions” on page 473 in Chapter 10, and write a one-page response to the scenario questions:
a.In what ways are the factors that cause job dissatisfaction universal across cultures, and what does this imply for countries that seek competitive advantage by exploiting workers?b.What does this say about global companies like Apple that outsource work to such countries?3.Read the scenario “Competing through Technology: Didn’t Your Boss used to be a Vacuum Cleaner?” on page 477 in Chapter 10, and write a one-page response to the scenario questions: a.Why would the use of telepresence robots increase the job satisfaction and performance of some workers, but reduce job satisfaction and performance for other workers?b.What types of people and what types of tasks would be best suited for the use of telepresence robots?4.Read the scenario “Competing through Sustainability: Flextime: Has Its Time Come and Gone?” on page 475 in Chapter 10, and write a one-page response to the scenario question and faith integration question:a.Discuss how the nature of a company’s workers and the nature of the work itself might influence when flextime is a good policy and when it is a poor strategy.b.Why might a “one-size-fits-all policy” for flextime be unrealistic?5.Read the scenario “Integrity in Action: Whistleblower or Traitor: The Role of HR in Making the Call” on page 466 in Chapter 10, and write a one-page response to the scenario questions: a.Imagine that HR professionals were able to accurately predict who would become a whistleblower.b.Would firms be motivated to screen out such individuals from being hired, if so, would this be an ethical practice from the view of the larger society?6.Each one-page analysis is to include:a.A brief scenario summary paragraph, written in 3-5 sentences, to establish context.b.An evidence-based response to the question(s).7.Each one-page written response is to be double spaced and 250-350 words in length.8.For the submission of this Dropbox written assignment, compile all four of your written responses into a single document with inclusion of a single title page and single referencepage. See representative Sample Paper Format for these assignments throughout the course.9.Use APA format. For each one of your four written responses provide, at a minimum, two sources properly cited and referenced: (a) the Human Resource Managementtextbook, and (b) one academic journal article that is at least 3-5 pages in length and published within the last 3-5 years. 10.Answers are to evidence critical thinking and be substantive, to include theory and application as appropriate from an HR professional perspective. See the grading rubric for assignment expectations and scoring.11.Before submitting this assignment, thoroughly edit the written paper for APA formatting and mechanics. Checkmark the instructions of this workshop document and the rubric for this assignment to be sure that your paper has met all requirements.
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