Case Study:A company has been known for its social activities and employee-oriented plans in the manufacturing industry for more than ten decades, they employs morethan 800 workers and 150 administrative employees, and adhere to the rule of equality among its employees, which is clearly demonstrated by the standardizationof uniforms for all employees, the placement of necessary facilities near the workers' factory and building Administration. The company also provides food andamenities to all its employees with the same quality, they have a labor union with a very friendly management relationship, and the workers of this company havenever been hit. However, the compensation policy of this company is still much lower compared to other similar companies, but the employees do not record anycomplains about the situation. There are countless problems in the supply of materials recently, such as quality problems, mismatches in packaging materials,incorrect labeling of materials, not sending materials on time, and other problems that have started to appear recently.6. When training employees in the above case, what are the methods of identifying training needs that the training manager can use? with explanation

Training refers to a systematic and continuous process to enhance the job skills and knowledge of…

Answered: Case Study. A company has been known…

Understanding Business

12th Edition

ISBN:9781259929434

Author:William Nickels

Publisher:William Nickels

Chapter1: Taking Risks And Making Profits Within The Dynamic Business Environment

Section: Chapter Questions

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Case Study: A company has been known for its social activities and employee-oriented plans in the manufacturing industry for more than ten decades, they employs more than 800 workers and 150 administrative employees, and adhere to the rule of equality among its employees, which is clearly demonstrated by the standardization of uniforms for all employees, the placement of necessary facilities near the workers factory and building Administration. The company also provides food and amenities to all its employees with the same quality, they have a labor union with a very friendly management relationship, and the workers of this company have never been hit. However, the compensation policy of this company is still much lower compared to other similar companies, but the employees do not record any complains about the situation. There are countless problems in the supply of materials recently, such as quality problems, mismatches in packaging materials, incorrect labeling of materials, not…
FACTS: Erros Pharma Products company is engaged in the manufacture and distribution of generic and branded medicines for various ailments. It employs more than 450 production employees and 30 sales distribution people. Products are well accepted by the market and physicians patronize the product together with their patients. A performance appraisal has been regularly conducted at six-month intervals using the Graphic Rating Scale. The company uses the five (5) point rating scale and the factors evaluated are quality of work, the quantity of work, and observable factors an initiative leadership, responsibility, and dependability. Two supervisors rate the employees and the average of the two raters becomes the basis for salary evaluation. The department manager reviews the ratings and discusses with the employees the final results given by the supervisors. The three most vocal activists in the company complain directly to the president about their ratings that were…
TOYS AND JOB DESIGN AT THE HOVEY AND BEARD COMPANY The following is a situation that occurred in the Hovey and Beard Company, as reported by J. V. Clark. This company manufactured a line of wooden toys. One part of the process involved spray painting partially assembled toys, after which the toys were hung on moving hooks that carried them through a drying oven. The operation, staffed entirely by women, was plagued with absenteeism, high turnover, and low morale. Each woman at her paint booth would take a toy from the tray beside her, position it in a fixture, and spray on the color according to the required pattern. She then would release the toy and hang it on the conveyor hook. The rate at which the hooks moved had been calculated so that each woman, once fully trained, would be able to hang a painted toy on each hook before it passed beyond her reach. The women who worked in the paint room were on a group incentive plan that tied their earnings to the…
Donna Karan is the director of health information services at Up-Scale Heights Community Medical Center. The medical center has established an objective performance appraisal (PA) system based on supervisory ratings in each of five performance dimensions: cooperation, dependability, attitude, quality of work, and quantity of work. The ratings are based on a five-point scale ranging from 1 (unacceptable) to 5 (outstanding). Supervisors are required to provide extensive narrative documentation to justify any ratings of "outstanding." Employees receiving below an overall rating of 3 (average) will not be eligible for consideration for the annual salary increment. Donna’s managers have expressed dissatisfaction with this system because of numerous complaints by employees about perceived unfairness in its administration. In job satisfaction surveys, employees have criticized the PA system as being too subjective and unfair and not very relevant to their jobs. In addition, departmental…
Design the competency-based job descriptions and job specifications for the recruitment and selection manager for an advertising agency
Explain specifictly how to stop the staff from throwing unethically waste inside the water?
7 possible responsibilities and accountabilities of each worker with regards to the risk assessment in the manufacturing industry to ensure proper safety and health.
Scenario 3 The management team is concerned about the continuing performance of one of employees in your department. The employee is a single mother, African-American, and has worked at the company for 10 years. She had worked the same job for 9 of those years, but this past year was hired into your department and is still within her 1-year probation period. She continues to struggle to do the job and is on an improvement plan. Unfortunately, she is not improving, and the process may lead to termination. You are aware that various aspects of employment law can come into play (At-Will clauses, discrimination, BUSS410 – Portfolio Project 3 documentation, etc.). Explain to the management team their responsibilities in this type of situation. Describe some goals and outcomes for the employee that can help improve their behavior (be specific). Provide some options and possible repercussions of this behavior to your colleagues. Discuss what you feel was the most appropriate…
What do you think is the future of job requirements related to management information system?
1. The survey results that 54% of the organizations are planning to hire full time employees. Keeping in view the changes in the nature of work during pandemic and increase in the remote working i.e. WFH, what will you propose to change in; Hiring process Skill set demand
It is considered fine to send a warning notice of dismissal in wnich of the following cases? * If the employee is a pregnant female If the employee is during his/her annual leave If the female employee has just finished her maternity leave O If the employee is during his/her sick leave Tho tormination of a fixed term contract which is renewed for more than
Which exempt status of executive, professional, or administrative jobs is the case. Is the job exempt or non-exempt? Why or why not? Cheryl Wiley was promoted from auto damage appraiser to auto damage adjuster after being employedwith Auto Insurance for three years. In her former position as auto damage appraiser, she worked atone of Auto Insurance’s drive-in locations inspecting damaged cars that remain in drivable condition.She performed this job under close supervision and all of her work had to be approved by thesupervisor. The job was considered non-exempt and Wiley received overtime pay whenever sheexceeded her required work hours.In her new position as auto damage adjuster, Wiley had responsibility for “assessing, negotiating, andsettling automobile damage claims.” She spent a majority of her time appraising damaged vehicles andestimating repair costs, but also negotiating and settling claims with body shops over repair costs andwith claimants over total loss vehicles. An auto…

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