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  • [Solved] Week Four Discussion post.

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    **files (1)** – ## Discussion4PostInstructions.docx **## Discussion4PostInstructions.docx** **Discussion 4: Analyze a Scenario** **Instructions** **Initial Post** Read the hypothetical scenario below. What are John's potential claims if he is terminated this week? _John is a 54-year-old man with dia…

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    Assignment Prompt & Instructions

    **files (1)**

    – ## Discussion4PostInstructions.docx

    **## Discussion4PostInstructions.docx**

    **Discussion 4: Analyze a Scenario**

    **Instructions**

    **Initial Post**

    Read the hypothetical scenario below. What are John's potential claims if he is terminated this week?

    _John is a 54-year-old man with diabetes. He has worked for Telco for 20 years. Lately, he has had difficulty concentrating and has made numerous mistakes. He has missed several days of work due to his diabetes. Telco is aware that John has diabetes. Supervisor Mark wants to fire John this week._

    For your initial post, write in essay format. The guidance below provides a roadmap of all areas that should be included in your analysis, however, do not simply write one-sentence answers to items a-e below. Instead, expand your analysis to include relevant legal theories and formal definitions of each legal term you use.

    a) Set forth the federal statute and theories of law that are applicable. Provide formal definitions of the statute and all legal terms utilized in your analysis.
    b) Identify the legal issue(s) that exist and claims that may be brought based on the facts of the case.
    c) Apply the facts of the scenario to the elements of the law/theories of law.
    d) Cite a case in the text which is on point with the scenario. You may also compare and contrast with other cases in the text.
    e) Provide an action item agenda of specific objectives you would recommend implementing in order to prevent future exposure to liability. Be specific (e.g., if training is a recommendation, describe the type of training in detail).

    **## Discussion4PostInstructions.docx**

    **Discussion 4: Analyze a Scenario**

    **Instructions**

    **Initial Post**

    Read the hypothetical scenario below. What are John's potential claims if he is terminated this week?

    _John is a 54-year-old man with diabetes. He has worked for Telco for 20 years. Lately, he has had difficulty concentrating and has made numerous mistakes. He has missed several days of work due to his diabetes. Telco is aware that John has diabetes. Supervisor Mark wants to fire John this week._

    For your initial post, write in essay format. The guidance below provides a roadmap of all areas that should be included in your analysis, however, do not simply write one-sentence answers to items a-e below. Instead, expand your analysis to include relevant legal theories and formal definitions of each legal term you use.

    a) Set forth the federal statute and theories of law that are applicable. Provide formal definitions of the statute and all legal terms utilized in your analysis.
    b) Identify the legal issue(s) that exist and claims that may be brought based on the facts of the case.
    c) Apply the facts of the scenario to the elements of the law/theories of law.
    d) Cite a case in the text which is on point with the scenario. You may also compare and contrast with other cases in the text.
    e) Provide an action item agenda of specific objectives you would recommend implementing in order to prevent future exposure to liability. Be specific (e.g., if training is a recommendation, describe the type of training in detail).

  • [Solved] Human Resource Management

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    Executive Solution Overview

    Organizational Development Proposal **files (1)** – ## HRMD650InstructionsRubric.docx **## HRMD650InstructionsRubric.docx** Purpose This assignment is worth 25% of your final grade. This project is part two of the organizational development process that you started with your Unit 4 assignment. This …

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    Assignment Prompt & Instructions

    Organizational Development Proposal

    **files (1)**

    – ## HRMD650InstructionsRubric.docx

    **## HRMD650InstructionsRubric.docx**

    Purpose

    This assignment is worth 25% of your final grade.  This project is part two of the organizational development process that you started with your Unit 4 assignment. This gives you an opportunity to apply theories and models, identify barriers to change, and propose appropriate change interventions. You must complete this assignment individually, without contacting other students, and you may not use a  paper or any part of a paper from a previous class or from another person. Since you conducted your diagnosis in the Unit 4 assignment, you need to offer only a one-paragraph introduction of that material. If you have questions about this assignment, please post them in the Ask the Professor discussion forum so that everyone can benefit from the answers.

    Throughout this course, we have discussed a number of organizational development and change theories and concepts throughout this semester. You will incorporate some of those theories in your final paper, showcasing your ability to apply organizational development principles.

    Task

    Use what you have learned in this course to develop an 6-8 page change process proposal (excluding cover and reference pages) for the same organization you diagnosed in the Unit 4 assignment. Assume that you will submit this proposal to the organization for implementation.

    In this part of your proposal, build upon your previous diagnosis to describe the change that needs to happen and create a change process proposal that includes specific interventions. Prescribe appropriate OD strategies and techniques in applied settings. Follow one of the change management models discussed in this course to create a change management implementation plan. Identify potential barriers and make recommendations to overcome change resistance.

    You should apply ideas, concepts, theories, and practices set out in the course materials as appropriate to the specific organization that you have selected. Your paper should be double-spaced. Ensure proper format for citations, quotations, and references, and use
    **at least eight scholarly resources that are dated within the last five years**. You are strongly encouraged to use the required and reserved readings in this course, as well as peer-reviewed journal articles found through the UMUC library.

    Your paper should include the following:

    · Introduction

    · Since you conducted your diagnosis in the Unit 4 assignment, you need to offer only a one-paragraph introduction of that material.

    · State what you will discuss in this paper.

    · Proposed Solution

    · Create recommendations for a proposed solution.

    · Identify an effective intervention. What forces could be harnessed to promote the change? Who should be included in the implementation of the solution you propose?

    ·  Evaluation

    · Identify factors considered for success. Consider additional approaches. Identify the steps to implement the recommended solution.

    · Identify possible resistance to change and assess how leaders and the knowledge of emotional intelligence can make a positive impact.

    Be sure to present your findings objectively, using data and other research-based content/sources to support your work

    | | | | | | |
    | — | — | — | — | — | — |
    | **Criteria** | **A** | **B** | **C** | **F** | **Criterion Score** |
    | Quality of Content | 140 points<br>Student demonstrated exceptional knowledge of relevant concepts and theories; all statements and opinions were supported by appropriate citations from the literature.<br>140 – 123 points | 122 points<br>Student demonstrated satisfactory knowledge of relevant concepts and theories; most statements and opinions were supported by appropriate citations from the literature.<br>122 – 110 points | 109 points<br>Student demonstrated less than satisfactory knowledge of relevant concepts and theories; some statements and opinions were not supported by appropriate citations from the literature.<br>109 – 97 points | 96 points<br>Student demonstrated unsatisfactory knowledge of relevant concepts and theories; many statements and opinions were not supported by appropriate citations from the literature.<br>96 – 0 points | Score of Quality of Content,<br>/ 140 |
    | Quality of Research | 50 points<br>Student did an exceptional job of integrating course readings with additional research. Student cited more than the required number of references. Sources listed were all scholarly or practitioner journals from the last five years.<br>50 – 45 points | 44 points<br>Student did a satisfactory job of integrating course readings with additional research. Student cited the required number of references. Sources listed were primarily scholarly or practitioner journals from the last five years.<br>44 – 40 points | 39 points<br>Student did a less than satisfactory job of integrating course readings with additional research. Student may not have cited the required number of references. Some sources listed may not have been scholarly or practitioner journals from the last five years.<br>39 – 35 points | 27 points<br>Student did an inadequate job of integrating course readings with additional research. Student did not cite the required number of references. Many of the sources listed were not scholarly or practitioner journals from the last five years.<br>34 – 0 points | Score of Quality of Research,<br>/ 50 |
    | Organization and Mechanics | 50 points<br>Student presented information in a logical sequence that was very easy to follow. Essay had no major spelling and/or grammar errors. The page length requirement was met.<br>50 – 45 points | 44 points<br>Student presented information in a mostly logical sequence that was fairly easy follow. Essay had a few minor spelling and/or grammar errors. The page length requirement was met or may have been slightly exceeded.<br>44 – 40 points | 39 points<br>Student presented information in a confusing sequence that was not easy to follow. Essay had several major spelling and/or grammar errors. The page length requirement may not have been met.<br>39 – 35 points | 34 points<br>Student presented information in an illogical sequence that was difficult to follow. Essay had many spelling and/or grammar errors. The page length requirement was not met.<br>34 – 0 points | Score of Organization and Mechanics,<br>/ 50 |
    | Formatting | 10 points<br>All citations, quotations, and references were formatted correctly or contained only one or two minor errors.<br>10 – 9 points | 8 points<br>Most citations, quotations, and references were formatted correctly or contained a few minor errors.<br>8 points | 7 points<br>Several citations, quotations, and references were not formatted correctly or contained major errors.<br>7 points | 6 points<br>Many citations, quotations, and references were not formatted correctly or contained many errors.<br>6 – 0 points | |

    **## HRMD650InstructionsRubric.docx**

    Purpose

    This assignment is worth 25% of your final grade.  This project is part two of the organizational development process that you started with your Unit 4 assignment. This gives you an opportunity to apply theories and models, identify barriers to change, and propose appropriate change interventions. You must complete this assignment individually, without contacting other students, and you may not use a  paper or any part of a paper from a previous class or from another person. Since you conducted your diagnosis in the Unit 4 assignment, you need to offer only a one-paragraph introduction of that material. If you have questions about this assignment, please post them in the Ask the Professor discussion forum so that everyone can benefit from the answers.

    Throughout this course, we have discussed a number of organizational development and change theories and concepts throughout this semester. You will incorporate some of those theories in your final paper, showcasing your ability to apply organizational development principles.

    Task

    Use what you have learned in this course to develop an 6-8 page change process proposal (excluding cover and reference pages) for the same organization you diagnosed in the Unit 4 assignment. Assume that you will submit this proposal to the organization for implementation.

    In this part of your proposal, build upon your previous diagnosis to describe the change that needs to happen and create a change process proposal that includes specific interventions. Prescribe appropriate OD strategies and techniques in applied settings. Follow one of the change management models discussed in this course to create a change management implementation plan. Identify potential barriers and make recommendations to overcome change resistance.

    You should apply ideas, concepts, theories, and practices set out in the course materials as appropriate to the specific organization that you have selected. Your paper should be double-spaced. Ensure proper format for citations, quotations, and references, and use
    **at least eight scholarly resources that are dated within the last five years**. You are strongly encouraged to use the required and reserved readings in this course, as well as peer-reviewed journal articles found through the UMUC library.

    Your paper should include the following:

    · Introduction

    · Since you conducted your diagnosis in the Unit 4 assignment, you need to offer only a one-paragraph introduction of that material.

    · State what you will discuss in this paper.

    · Proposed Solution

    · Create recommendations for a proposed solution.

    · Identify an effective intervention. What forces could be harnessed to promote the change? Who should be included in the implementation of the solution you propose?

    ·  Evaluation

    · Identify factors considered for success. Consider additional approaches. Identify the steps to implement the recommended solution.

    · Identify possible resistance to change and assess how leaders and the knowledge of emotional intelligence can make a positive impact.

    Be sure to present your findings objectively, using data and other research-based content/sources to support your work

    | | | | | | |
    | — | — | — | — | — | — |
    | **Criteria** | **A** | **B** | **C** | **F** | **Criterion Score** |
    | Quality of Content | 140 points<br>Student demonstrated exceptional knowledge of relevant concepts and theories; all statements and opinions were supported by appropriate citations from the literature.<br>140 – 123 points | 122 points<br>Student demonstrated satisfactory knowledge of relevant concepts and theories; most statements and opinions were supported by appropriate citations from the literature.<br>122 – 110 points | 109 points<br>Student demonstrated less than satisfactory knowledge of relevant concepts and theories; some statements and opinions were not supported by appropriate citations from the literature.<br>109 – 97 points | 96 points<br>Student demonstrated unsatisfactory knowledge of relevant concepts and theories; many statements and opinions were not supported by appropriate citations from the literature.<br>96 – 0 points | Score of Quality of Content,<br>/ 140 |
    | Quality of Research | 50 points<br>Student did an exceptional job of integrating course readings with additional research. Student cited more than the required number of references. Sources listed were all scholarly or practitioner journals from the last five years.<br>50 – 45 points | 44 points<br>Student did a satisfactory job of integrating course readings with additional research. Student cited the required number of references. Sources listed were primarily scholarly or practitioner journals from the last five years.<br>44 – 40 points | 39 points<br>Student did a less than satisfactory job of integrating course readings with additional research. Student may not have cited the required number of references. Some sources listed may not have been scholarly or practitioner journals from the last five years.<br>39 – 35 points | 27 points<br>Student did an inadequate job of integrating course readings with additional research. Student did not cite the required number of references. Many of the sources listed were not scholarly or practitioner journals from the last five years.<br>34 – 0 points | Score of Quality of Research,<br>/ 50 |
    | Organization and Mechanics | 50 points<br>Student presented information in a logical sequence that was very easy to follow. Essay had no major spelling and/or grammar errors. The page length requirement was met.<br>50 – 45 points | 44 points<br>Student presented information in a mostly logical sequence that was fairly easy follow. Essay had a few minor spelling and/or grammar errors. The page length requirement was met or may have been slightly exceeded.<br>44 – 40 points | 39 points<br>Student presented information in a confusing sequence that was not easy to follow. Essay had several major spelling and/or grammar errors. The page length requirement may not have been met.<br>39 – 35 points | 34 points<br>Student presented information in an illogical sequence that was difficult to follow. Essay had many spelling and/or grammar errors. The page length requirement was not met.<br>34 – 0 points | Score of Organization and Mechanics,<br>/ 50 |
    | Formatting | 10 points<br>All citations, quotations, and references were formatted correctly or contained only one or two minor errors.<br>10 – 9 points | 8 points<br>Most citations, quotations, and references were formatted correctly or contained a few minor errors.<br>8 points | 7 points<br>Several citations, quotations, and references were not formatted correctly or contained major errors.<br>7 points | 6 points<br>Many citations, quotations, and references were not formatted correctly or contained many errors.<br>6 – 0 points | |

  • [Solved] Human Resource Management

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    Mastering strategic HR: A Culminating ePortfolio for MBA Excellence **files (1)** – ## HRMD670InstructionsRubric.docx **## HRMD670InstructionsRubric.docx** The purpose of this assignment is to create a comprehensive HR ePortfolio demonstrating your understanding of HR management principles and pract…

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    Assignment Prompt & Instructions

    Mastering strategic HR: A Culminating ePortfolio for MBA Excellence

    **files (1)**

    – ## HRMD670InstructionsRubric.docx

    **## HRMD670InstructionsRubric.docx**

    The purpose of this assignment is to create a comprehensive HR ePortfolio demonstrating your understanding of HR management principles and practices within a manufacturing company context. By integrating content from prior coursework, including discussion board postings and assignments, you will develop a professional HR Workforce Plan proposal aligned with the organization's mission and strategic goals. Through this ePortfolio, you will showcase your learning journey and growth, as well as your ability to apply HR management principles in practical scenarios. The assignment aims to prepare you to effectively communicate their understanding and skills to potential employers or stakeholders.

    Task

    ·
    **Review Prior Coursework:** Reflect on the discussions, assignments, and materials covered throughout the course related to HR management, talent acquisition, employee & labor relations, total rewards, diversity, equity, and inclusion (DEI), and employee development programs.

    ·
    **Identify Relevant Content:** Identify key concepts, insights, and strategies discussed during this course that are relevant to creating an effective HR Workforce Plan proposal for the manufacturing company in our course scenario. Consider how these concepts can be applied to address the organization's needs and objectives.

    ·
    **Compile Portfolio Artifacts:** Select artifacts from your coursework that demonstrate your understanding and application of HR management principles and practices. These artifacts may include written assignments, discussion board postings, and any other relevant materials. Ensure that each artifact reflects your learning and contributes to the development of your HR Workforce Plan proposal.

    ·
    **Create HR Workforce Plan Proposal:** Based on the identified content and artifacts, develop a professional and detailed HR Workforce Plan proposal for the manufacturing company. Your proposal should review your strategies for new talent acquisition, employee relations, total rewards, DEI, and employee development programs recommended to the CEO and VP of Manufacturing.

    ·
    **New Company Policy Creation:** In addition to the HR Workforce Plan proposal, create one new company policy that addresses a specific HR issue or challenge relevant to the manufacturing industry. Your policy should align with the organization's values, mission, and strategic goals, and it should demonstrate your ability to develop practical solutions to HR challenges.

    ·
    **Align with SHRM BASK:** Highlight how HR initiatives will address the key components of the BASK framework (Behavioral Competencies, Functional Knowledge, Technical Skills, Business Acumen) to drive organizational success. Provide two (2) examples demonstrating the practical application of the framework in the context of your HR Workforce Plan proposal.

    Submission

    ·
    **Create Your HR ePortfolio:** Utilize Google Sites to compile your HR ePortfolio, organizing content into sections for each aspect of the HR Workforce Plan proposal (talent acquisition, employee relations, total rewards, DEI, and employee development programs), as well as the new company policy.

    ·
    **Artifact Requirements:** Include a minimum of one (1) artifact for each section of the HR Workforce Plan proposal and one artifact for the new company policy. Ensure each artifact is clearly labeled and accompanied by a brief explanation of its relevance to the HR proposal.

    ·
    **Utilize Credible References:** Incorporate at least two credible references to support arguments and analysis within your HR ePortfolio. Credible sources may include scholarly articles, reputable industry reports, or official organizational documents.

    ·
    **Formatting and Design:** Pay attention to formatting, layout, and design elements to ensure consistency and professionalism across your ePortfolio. Consider using headings, bullet points, and visual elements to enhance readability and engagement.

    ·
    **Submission Checklist:** Before submitting your HR ePortfolio, review the assignment requirements to ensure you have included all necessary components and met the specified criteria.

    ·
    **Submission Process:** Submit the link to your completed HR ePortfolio via the designated submission portal by the specified deadline. Double-check that the link is accessible and that permissions are set to allow the instructor to view the ePortfolio.

    | | | | | | | |
    | — | — | — | — | — | — | — |
    | **Criteria** | **Excellent**<br>**30 points** | **Proficient**<br>**25.5 points** | **Approaching Proficiency**<br>**22.5 points** | **Needs Improvement**<br>**19.5 points** | **No Submission**<br>**0 points** | **Criterion Score** |
    | Review Prior Coursework | Thoroughly reflects on discussions, assignments, and materials related to HR management principles and practices, demonstrating a deep understanding of course content. Considers prior instructor feedback. | Reflects on discussions, assignments, and materials related to HR management principles and practices, showing a good understanding of course content. <br>Considers prior instructor feedback. | Provides some reflection on discussions, assignments, and materials related to HR management principles and practices, with minor gaps in understanding. <br>Does not always consider prior instructor feedback. | Limited reflection on discussions, assignments, and materials related to HR management principles and practices, with significant gaps in understanding. <br>Minimally considers Prior instructor feedback. | No reflection provided on prior coursework. | Score of Review Prior Coursework,<br>/ 30 |

    | | | | | | | |
    | — | — | — | — | — | — | — |
    | **Criteria** | **Excellent**<br>**40 points** | **Proficient**<br>**34 points** | **Approaching Proficiency**<br>**30 points** | **Needs Improvement**<br>**26 points** | **No Submission**<br>**0 points** | **Criterion Score** |
    | Uses Prior Coursework and Compile Portfolio Artifacts | Clearly identifies relevant course concepts and selects artifacts demonstrating comprehensive understanding and application of HR principles. All concepts and artifacts contribute effectively to the HR Workforce Plan proposal, considering organizational needs. | Identifies key course concepts relevant to the HR Workforce Plan proposal and selects artifacts demonstrating good understanding and application of HR principles. Most concepts and artifacts contribute to the HR Workforce Plan proposal, with minor gaps in application or relevance. | Identifies some relevant course concepts for the HR Workforce Plan proposal and selects some artifacts demonstrating understanding and application of HR principles. There are noticeable gaps in either application or relevance. | Selects few relevant course concepts for the HR Workforce Plan proposal and artifacts demonstrate limited understanding or application of HR principles. There are significant gaps in either application or relevance. | Fails to identify relevant course concepts and no artifacts selected. | Score of Uses Prior Coursework and Compile Portfolio Artifacts,<br>/ 40 |
    | Create New Company Policy | Creates a new company policy addressing a specific HR issue or challenge relevant to the manufacturing industry and course scenario. The policy is aligned with the organization's values, mission, and strategic goals, demonstrating practical solutions to HR challenges. | Creates a new company policy addressing a specific HR issue or challenge relevant to the manufacturing industry, the course scenario. largely aligned with the organization's values, mission, and strategic goals. There are minor gaps in practical solutions. | Creates a new company policy addressing a specific HR issue or challenge relevant to the manufacturing industry and course scenario with some alignment with the organization's values, mission, and strategic goals. However, there are significant gaps in practical solutions. | Creates a new company policy addressing a specific HR issue or challenge relevant to the manufacturing industry, with limited alignment to the course or organization's values, mission, and strategic goals. There are significant gaps in practical solutions. | No new company policy created. | Score of Create New Company Policy,<br>/ 40 |

    | | | | | | | |
    | — | — | — | — | — | — | — |
    | Alignment with SHRM BASK and Submission Criteria | Utilizes Google Sites to compile the HR ePortfolio, with clear organization into sections for each aspect of the HR Workforce Plan proposal and the new company policy. Includes artifacts for each section, labeled and explained for relevance. Incorporates at least two credible references and demonstrates attention to formatting, layout, and design elements for consistency and professionalism. <br>Clearly highlights how their HR initiatives addressed key components of the SHRM BASK framework to drive organizational success. Provides two examples demonstrating practical application of the framework in the HR Workforce Plan proposal. | Utilizes Google Sites to compile the HR ePortfolio, with organization into sections for each aspect of the HR Workforce Plan proposal and the new company policy. Includes most artifacts required, with minor gaps in labeling or explanation of relevance. Incorporates at least two credible references and demonstrates attention to formatting, layout, and design elements, with minor inconsistencies. <br>Highlights how HR initiatives will address key components of the SHRM BASK framework to drive organizational success, with some clarity. Provides one example demonstrating practical application of the framework in the HR Workforce Plan proposal. | Utilizes Google Sites to compile the HR ePortfolio, but organization and labeling of content may be somewhat unclear or incomplete. Includes some artifacts required, with significant gaps in labeling or explanation of relevance. Incorporates at least one credible reference and demonstrates limited attention to formatting, layout, and design elements, with noticeable inconsistencies. Identifies how HR initiatives may address some components of the SHRM BASK framework to drive organizational success, with minor gaps in clarity. Provides one example demonstrating practical application of the framework in the HR Workforce Plan proposal | Utilizes Google Sites to compile the HR ePortfolio, but organization and labeling of content are unclear or incomplete. Includes few artifacts required, with significant gaps in labeling or explanation of relevance. Incorporates no or limited credible references and demonstrates little attention to formatting, layout, and design elements, with significant inconsistencies. <br>Identifies limited alignment of HR initiatives with the SHRM BASK framework, with significant gaps in clarity. Provides one example demonstrating practical application of the framework in the HR Workforce Plan proposal. | No alignment with the SHRM BASK framework provided and no HR ePortfolio submitted. | Score of Alignment with SHRM BASK and Submission Criteria,<br>/ 70 |

    | | | | | | | |
    | — | — | — | — | — | — | — |
    | **Criteria** | **Excellent**<br>**10 points** | **Proficient**<br>**8.5 points** | **Approaching Proficiency**<br>**7.5 points** | **Needs Improvement**<br>**6.5 points** | **No Submission**<br>**0 points** | **Criterion Score** |
    | Writing Mechanics and Use of Language | Strictly adheres to standard usage rules of mechanics: Conventions of written English, including, but not limited to capitalization and punctuation and spelling.  errors found.  jargon used. | Adheres to standard usage rules of mechanics: Conventions of written English, including capitalization and punctuation and spelling. One to three errors found. | Adheres to standard usage rules of mechanics: Conventions of written English, including capitalization and punctuation and spelling. One to three errors found. | Does not adhere to standard usage rules of mechanics: Conventions of written English, including capitalization and punctuation and spelling. Over ten errors found. | Completely missing or incorrect. | Score of Writing Mechanics and Use of Language,<br>/ 10 |
    | Guidelines for In-text Citations and References | The paper correctly cites in-text and lists at least three course resources. All references are cited, and all citations are referenced. | Most in-text citations and the references are properly cited; formatting is inconsistent/inaccurate in a few cases, or there is a mismatch between a citation and a reference. Uses at least three course materials resources. | References are cited but incorrectly or does not use three resources from course materials. | Most in-text citations and the references are properly cited; formatting is inconsistent/inaccurate in a few cases, or there is a mismatch between a citation and a reference. Uses at least three course materials resources. | Completely missing or incorrect. | |

    **## HRMD670InstructionsRubric.docx**

    The purpose of this assignment is to create a comprehensive HR ePortfolio demonstrating your understanding of HR management principles and practices within a manufacturing company context. By integrating content from prior coursework, including discussion board postings and assignments, you will develop a professional HR Workforce Plan proposal aligned with the organization's mission and strategic goals. Through this ePortfolio, you will showcase your learning journey and growth, as well as your ability to apply HR management principles in practical scenarios. The assignment aims to prepare you to effectively communicate their understanding and skills to potential employers or stakeholders.

    Task

    ·
    **Review Prior Coursework:** Reflect on the discussions, assignments, and materials covered throughout the course related to HR management, talent acquisition, employee & labor relations, total rewards, diversity, equity, and inclusion (DEI), and employee development programs.

    ·
    **Identify Relevant Content:** Identify key concepts, insights, and strategies discussed during this course that are relevant to creating an effective HR Workforce Plan proposal for the manufacturing company in our course scenario. Consider how these concepts can be applied to address the organization's needs and objectives.

    ·
    **Compile Portfolio Artifacts:** Select artifacts from your coursework that demonstrate your understanding and application of HR management principles and practices. These artifacts may include written assignments, discussion board postings, and any other relevant materials. Ensure that each artifact reflects your learning and contributes to the development of your HR Workforce Plan proposal.

    ·
    **Create HR Workforce Plan Proposal:** Based on the identified content and artifacts, develop a professional and detailed HR Workforce Plan proposal for the manufacturing company. Your proposal should review your strategies for new talent acquisition, employee relations, total rewards, DEI, and employee development programs recommended to the CEO and VP of Manufacturing.

    ·
    **New Company Policy Creation:** In addition to the HR Workforce Plan proposal, create one new company policy that addresses a specific HR issue or challenge relevant to the manufacturing industry. Your policy should align with the organization's values, mission, and strategic goals, and it should demonstrate your ability to develop practical solutions to HR challenges.

    ·
    **Align with SHRM BASK:** Highlight how HR initiatives will address the key components of the BASK framework (Behavioral Competencies, Functional Knowledge, Technical Skills, Business Acumen) to drive organizational success. Provide two (2) examples demonstrating the practical application of the framework in the context of your HR Workforce Plan proposal.

    Submission

    ·
    **Create Your HR ePortfolio:** Utilize Google Sites to compile your HR ePortfolio, organizing content into sections for each aspect of the HR Workforce Plan proposal (talent acquisition, employee relations, total rewards, DEI, and employee development programs), as well as the new company policy.

    ·
    **Artifact Requirements:** Include a minimum of one (1) artifact for each section of the HR Workforce Plan proposal and one artifact for the new company policy. Ensure each artifact is clearly labeled and accompanied by a brief explanation of its relevance to the HR proposal.

    ·
    **Utilize Credible References:** Incorporate at least two credible references to support arguments and analysis within your HR ePortfolio. Credible sources may include scholarly articles, reputable industry reports, or official organizational documents.

    ·
    **Formatting and Design:** Pay attention to formatting, layout, and design elements to ensure consistency and professionalism across your ePortfolio. Consider using headings, bullet points, and visual elements to enhance readability and engagement.

    ·
    **Submission Checklist:** Before submitting your HR ePortfolio, review the assignment requirements to ensure you have included all necessary components and met the specified criteria.

    ·
    **Submission Process:** Submit the link to your completed HR ePortfolio via the designated submission portal by the specified deadline. Double-check that the link is accessible and that permissions are set to allow the instructor to view the ePortfolio.

    | | | | | | | |
    | — | — | — | — | — | — | — |
    | **Criteria** | **Excellent**<br>**30 points** | **Proficient**<br>**25.5 points** | **Approaching Proficiency**<br>**22.5 points** | **Needs Improvement**<br>**19.5 points** | **No Submission**<br>**0 points** | **Criterion Score** |
    | Review Prior Coursework | Thoroughly reflects on discussions, assignments, and materials related to HR management principles and practices, demonstrating a deep understanding of course content. Considers prior instructor feedback. | Reflects on discussions, assignments, and materials related to HR management principles and practices, showing a good understanding of course content. <br>Considers prior instructor feedback. | Provides some reflection on discussions, assignments, and materials related to HR management principles and practices, with minor gaps in understanding. <br>Does not always consider prior instructor feedback. | Limited reflection on discussions, assignments, and materials related to HR management principles and practices, with significant gaps in understanding. <br>Minimally considers Prior instructor feedback. | No reflection provided on prior coursework. | Score of Review Prior Coursework,<br>/ 30 |

    | | | | | | | |
    | — | — | — | — | — | — | — |
    | **Criteria** | **Excellent**<br>**40 points** | **Proficient**<br>**34 points** | **Approaching Proficiency**<br>**30 points** | **Needs Improvement**<br>**26 points** | **No Submission**<br>**0 points** | **Criterion Score** |
    | Uses Prior Coursework and Compile Portfolio Artifacts | Clearly identifies relevant course concepts and selects artifacts demonstrating comprehensive understanding and application of HR principles. All concepts and artifacts contribute effectively to the HR Workforce Plan proposal, considering organizational needs. | Identifies key course concepts relevant to the HR Workforce Plan proposal and selects artifacts demonstrating good understanding and application of HR principles. Most concepts and artifacts contribute to the HR Workforce Plan proposal, with minor gaps in application or relevance. | Identifies some relevant course concepts for the HR Workforce Plan proposal and selects some artifacts demonstrating understanding and application of HR principles. There are noticeable gaps in either application or relevance. | Selects few relevant course concepts for the HR Workforce Plan proposal and artifacts demonstrate limited understanding or application of HR principles. There are significant gaps in either application or relevance. | Fails to identify relevant course concepts and no artifacts selected. | Score of Uses Prior Coursework and Compile Portfolio Artifacts,<br>/ 40 |
    | Create New Company Policy | Creates a new company policy addressing a specific HR issue or challenge relevant to the manufacturing industry and course scenario. The policy is aligned with the organization's values, mission, and strategic goals, demonstrating practical solutions to HR challenges. | Creates a new company policy addressing a specific HR issue or challenge relevant to the manufacturing industry, the course scenario. largely aligned with the organization's values, mission, and strategic goals. There are minor gaps in practical solutions. | Creates a new company policy addressing a specific HR issue or challenge relevant to the manufacturing industry and course scenario with some alignment with the organization's values, mission, and strategic goals. However, there are significant gaps in practical solutions. | Creates a new company policy addressing a specific HR issue or challenge relevant to the manufacturing industry, with limited alignment to the course or organization's values, mission, and strategic goals. There are significant gaps in practical solutions. | No new company policy created. | Score of Create New Company Policy,<br>/ 40 |

    | | | | | | | |
    | — | — | — | — | — | — | — |
    | Alignment with SHRM BASK and Submission Criteria | Utilizes Google Sites to compile the HR ePortfolio, with clear organization into sections for each aspect of the HR Workforce Plan proposal and the new company policy. Includes artifacts for each section, labeled and explained for relevance. Incorporates at least two credible references and demonstrates attention to formatting, layout, and design elements for consistency and professionalism. <br>Clearly highlights how their HR initiatives addressed key components of the SHRM BASK framework to drive organizational success. Provides two examples demonstrating practical application of the framework in the HR Workforce Plan proposal. | Utilizes Google Sites to compile the HR ePortfolio, with organization into sections for each aspect of the HR Workforce Plan proposal and the new company policy. Includes most artifacts required, with minor gaps in labeling or explanation of relevance. Incorporates at least two credible references and demonstrates attention to formatting, layout, and design elements, with minor inconsistencies. <br>Highlights how HR initiatives will address key components of the SHRM BASK framework to drive organizational success, with some clarity. Provides one example demonstrating practical application of the framework in the HR Workforce Plan proposal. | Utilizes Google Sites to compile the HR ePortfolio, but organization and labeling of content may be somewhat unclear or incomplete. Includes some artifacts required, with significant gaps in labeling or explanation of relevance. Incorporates at least one credible reference and demonstrates limited attention to formatting, layout, and design elements, with noticeable inconsistencies. Identifies how HR initiatives may address some components of the SHRM BASK framework to drive organizational success, with minor gaps in clarity. Provides one example demonstrating practical application of the framework in the HR Workforce Plan proposal | Utilizes Google Sites to compile the HR ePortfolio, but organization and labeling of content are unclear or incomplete. Includes few artifacts required, with significant gaps in labeling or explanation of relevance. Incorporates no or limited credible references and demonstrates little attention to formatting, layout, and design elements, with significant inconsistencies. <br>Identifies limited alignment of HR initiatives with the SHRM BASK framework, with significant gaps in clarity. Provides one example demonstrating practical application of the framework in the HR Workforce Plan proposal. | No alignment with the SHRM BASK framework provided and no HR ePortfolio submitted. | Score of Alignment with SHRM BASK and Submission Criteria,<br>/ 70 |

    | | | | | | | |
    | — | — | — | — | — | — | — |
    | **Criteria** | **Excellent**<br>**10 points** | **Proficient**<br>**8.5 points** | **Approaching Proficiency**<br>**7.5 points** | **Needs Improvement**<br>**6.5 points** | **No Submission**<br>**0 points** | **Criterion Score** |
    | Writing Mechanics and Use of Language | Strictly adheres to standard usage rules of mechanics: Conventions of written English, including, but not limited to capitalization and punctuation and spelling.  errors found.  jargon used. | Adheres to standard usage rules of mechanics: Conventions of written English, including capitalization and punctuation and spelling. One to three errors found. | Adheres to standard usage rules of mechanics: Conventions of written English, including capitalization and punctuation and spelling. One to three errors found. | Does not adhere to standard usage rules of mechanics: Conventions of written English, including capitalization and punctuation and spelling. Over ten errors found. | Completely missing or incorrect. | Score of Writing Mechanics and Use of Language,<br>/ 10 |
    | Guidelines for In-text Citations and References | The paper correctly cites in-text and lists at least three course resources. All references are cited, and all citations are referenced. | Most in-text citations and the references are properly cited; formatting is inconsistent/inaccurate in a few cases, or there is a mismatch between a citation and a reference. Uses at least three course materials resources. | References are cited but incorrectly or does not use three resources from course materials. | Most in-text citations and the references are properly cited; formatting is inconsistent/inaccurate in a few cases, or there is a mismatch between a citation and a reference. Uses at least three course materials resources. | Completely missing or incorrect. | |

  • [Solved] Human Resource Process Management Summary

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    As a human resource manager in healthcare, it is crucial to develop innovative processes and strategies that improve workplace performance while staying current with trends and research. Your role requires analyzing these trends and determining how to effectively implement them within your organizat…

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    As a human resource manager in healthcare, it is crucial to develop innovative processes and strategies that improve workplace performance while staying current with trends and research. Your role requires analyzing these trends and determining how to effectively implement them within your organization to create meaningful improvements in employee productivity and satisfaction.

    #### **Assessment Preparation**

    **Select** a health care organization and a specific division within it, with which you work or are familiar.

    Organization – Wellstar Health System

    Specific Division- Patient Access Services

    **Assume** you are the human resources director for your selected organization.

    In a recent meeting, executive management has determined they would like to improve health care workforce performance levels within a specific division of your organization.

    Management has asked you to **research** and **select** 3 diverse strategies or processes (e.g., implementing a performance management system, utilizing technology-enabled training programs, establishing cross-functional teams, etc.) that use innovative management techniques, operational practices, or technology that could be applied to improve workforce performance within the selected division at your health care organization.

    As the human resource director, you are involved in these types of initiatives because it’s an important part of HR process management, which includes continuously observing and improving the workplace environment and employee life cycle.

    **Reference** the [Improvement Strategies Process Example](https://multimedia.phoenix.edu/cms/202550292) for a step by step run through of an example strategy or process.

    #### **Assessment Deliverable**

    **Create** a 1,050- to 1,400-word summary of your 3 selected diverse strategies or processes to improve workforce performance. In your summary:

    – Summarize the gaps or “fixable items” that you intend to improve with these strategies or processes.
    – Identify 3 key strategies or processes to improve workforce performance for your organization and division to address the gaps you summarized.
    – Analyze how your strategies or processes affect workforce needs for service delivery for your organization.
    – Analyze how each strategy or process could be implemented within your division and organization to improve workforce performance.
    – Explain the potential cost of each strategy or process implementation.
    – Describe your communication strategies for implementing and evaluating your chosen strategies or processes.
    – Create SMART goal(s) and action items to implement your strategies or processes.
    – Describe the process you will use to analyze whether or not the SMART goal(s) are met.

    **Cite** 3 reputable sources to support your assessment (e.g., trade or industry publications, government or agency websites, scholarly works, or other sources of similar quality.

    **Include** a slide with APA-formatted references.

  • [Solved] Human Resource Management DISCUSSION ASSIGNMENT INSTRUCTIONS

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  • [Solved] Prof Double R

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    ## HRM 630 Journal Guidelines and Rubric Approach these Journal activities as an opportunity to reflect upon and apply what you learn each week based on the assigned readings, discussions, and activities. They are also an opportunity to share your knowledge and expertise based on your educational an…

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    ## HRM 630 Journal Guidelines and Rubric

    Approach these Journal activities as an opportunity to reflect upon and apply what you learn each week based on the assigned readings, discussions, and activities. They are also an opportunity to share your knowledge and expertise based on your educational and professional experiences in the past. As a successful professional, you will need good reflective and writing skills. Journal activities offer you the opportunity to further develop these skills. The journal assignments in this course are graded separately. As you read through the material, consider how diversity, equity, and inclusion may be part of the concepts. Ensure that you read through the journal rubric so that you are not missing any of the required elements.

    ### What to Submit

    Submit assignment as a 1- to 2-page Microsoft Word document with double spacing, 12-point Times New Roman font, and one-inch margins. Journals are informal documents and written in the first person. You do not need a cover sheet. You will need to cite resources for any information that you find on websites or in articles or books. Sources should be cited according to APA style.

    JOURNAL ASSIGNMENT

    Review the article “Strategy Execution and Sustainability: Using the Baldrige Leadership Model to Overcome Evasive Organizational Challenges” in the Reading and Resources section. Then discuss the leadership component of healthcare quality. (UPLOADED BELOW)

    – [\
    \
    StrategyExecutionandSustainability_UsingtheBaldrigeLeadershipModeltoOvercomeEvasiveOrganizationalChallenges.pdf](https://www.sweetstudy.com/files/strategyexecutionandsustainability-usingthebaldrigeleadershipmodeltoovercomeevasiveorganizationalchallenges-pdf "StrategyExecutionandSustainability_UsingtheBaldrigeLeadershipModeltoOvercomeEvasiveOrganizationalChallenges.pdf")

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    DISCUSSION 1 (2PARAGRAPH) Read the article “Six Domains of Healthcare Quality” in the Reading and Resources section. Of the six, identify the one that you would think would be the most beneficial to the organization as a whole, and explain your rationale. UPLOADED BELOW DISCUSSION 2 (2 PARAGRAPH) Wh…

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    Assignment Prompt & Instructions

    DISCUSSION 1 (2PARAGRAPH)

    Read the article “Six Domains of Healthcare Quality” in the Reading and Resources section. Of the six, identify the one that you would think would be the most beneficial to the organization as a whole, and explain your rationale. UPLOADED BELOW

    DISCUSSION 2 (2 PARAGRAPH)

    When it comes to the reporting of medical errors, discuss the reasons why medical professionals may not provide accurate data. As a secondary component of this discussion question, discuss how leaders might eradicate a culture of shame and blame.

    – [\
    \
    SixDomainsofHealthcareQuality.docx](https://www.sweetstudy.com/files/sixdomainsofhealthcarequality-docx "SixDomainsofHealthcareQuality.docx")

  • [Solved] Reply 2 students

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  • [Solved] case study

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    #### **PURPOSE:** Why Are You Doing This Assignment? ### Real-World Application Workplace conflicts involving performance reviews, leave policies, and potential discrimination claims are among the most challenging situations HR professionals and managers face. This case study simulates a realistic s…

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    #### **PURPOSE:** Why Are You Doing This Assignment?

    ### Real-World Application

    Workplace conflicts involving performance reviews, leave policies, and potential discrimination claims are among the most challenging situations HR professionals and managers face. This case study simulates a realistic scenario where legal, ethical, and interpersonal factors intersect—exactly the type of situation you'll encounter in your career.

    As an HR consultant analyzing this case, you'll practice the same skills professionals use every day: distinguishing root causes from symptoms, understanding competing stakeholder interests, recognizing when and how managers should intervene, and proposing strategic solutions that address both immediate problems and systemic issues.

    ### Skills You'll Develop

    – **Critical analysis:** Distinguishing between symptoms and root causes of conflict
    – **Stakeholder assessment:** Understanding competing interests and power dynamics using the positions vs. interests framework
    – **Manager's role evaluation:** Determining when and how managers should intervene in conflicts
    – **Behavioral analysis:** Identifying constructive and destructive conflict behaviors
    – **Strategic thinking:** Designing resolution approaches that address multiple concerns
    – **Legal awareness:** Recognizing potential legal risks (FMLA, discrimination, retaliation)
    – **Communication planning:** Crafting messages for different audiences
    – **Application of theory:** Using course frameworks from Weeks 1-5 in a realistic scenario

    #### How This Connects to Course Learning Outcomes

    This assignment directly addresses all four course learning outcomes:

    1. **Explain and assess** the role personality and temperament play in conflict management (analyzing how Tom's management style and Maria's response contribute to the conflict)
    2. **Analyze** negotiation processes and techniques (using interests vs. positions to understand what each party really needs)
    3. **Apply** a situational approach to conflict resolution (determining what role managers and HR should play)
    4. **Evaluate** benefits and drawbacks of various strategies (justifying your recommendations with evidence)

    #### Career Relevance

    Whether you become a manager, HR professional, or team leader, you will encounter performance management conflicts, accommodation requests, and situations where legal and ethical considerations intersect. This assignment prepares you to:

    – Navigate sensitive employee relations issues with professionalism
    – Balance organizational needs with employee rights
    – Recognize when conflicts require managerial intervention
    – Propose solutions that minimize legal risk while maintaining fairness
    – Apply constructive conflict behaviors in high-stakes situations

    #### This Week's Focus: The Manager's Role

    This case study is perfectly timed for Week 5 because it asks you to evaluate **Tom's role as a manager**. Using **Mitchell & Gamlem Chapter 9**, you'll analyze whether Tom handled this conflict appropriately or whether he should have intervened differently. Using **Runde & Flanagan Chapter 4**, you'll identify which constructive behaviors were missing and which destructive behaviors escalated the situation.

    ### **THE CASE: The Performance Review Dispute**

    Organization: NorCal Manufacturing

    A 500-employee company that produces industrial equipment in Sacramento, California.

    The Players:

    – **Tom Bradley** – Production Manager, 15 years with company, known for being "old school" and demanding
    – **Maria Santos** – Production Supervisor, 8 years with company, consistently strong performer until recently
    – **Department:** Production Department (25 employees total)

    ### **The Conflict Timeline:**

    **SIX MONTHS AGO:**

    – Maria requested a 3-month leave under FMLA to care for her mother (cancer treatment)
    – Tom approved the leave but was frustrated about coverage challenges
    – Maria returned to work after 3 months

    **THREE MONTHS AGO:**

    – Maria's performance declined slightly (still meeting standards, but not exceeding them as before)
    – Tom made comments to other supervisors: "She's not the same since she came back"
    – Maria requested flexible scheduling (arrive 30 min late, stay 30 min late) to help with mother's ongoing care
    – Tom denied the request: "Everyone else has to be here at 7am, so do you"

    **ONE MONTH AGO:**

    – Annual performance review cycle
    – Tom rated Maria "Meets Expectations" (down from "Exceeds Expectations" previous 3 years)
    – Maria received a 2% raise (company standard for "Meets" is 2-3%, "Exceeds" is 4-5%)
    – Tom's written comments: "Maria's commitment to the team has declined. She seems distracted and less engaged."

    **TWO WEEKS AGO:**

    – Maria filed a formal complaint with HR alleging:
    – Retaliation for taking FMLA leave
    – Discrimination based on family caregiving responsibilities
    – Hostile work environment (Tom's comments about her "not being the same")
    – Unfair performance evaluation

    **CURRENT SITUATION:**

    – Maria has hired an attorney and is threatening legal action
    – Tom is defensive: "I evaluated her fairly based on performance. This has nothing to do with her leave."
    – Other supervisors are watching closely (several have aging parents or family care responsibilities)
    – Production Department morale is suffering (employees are taking sides)
    – VP of HR wants this resolved before it becomes a lawsuit

    #### **Maria is Requesting:**

    – Performance review be changed to "Exceeds Expectations"
    – Retroactive raise adjustment (additional 2-3%)
    – Flexible scheduling accommodation
    – Formal apology from Tom
    – Mandatory training for Tom on FMLA and caregiver discrimination

    #### **Complicating Factors:**

    – Tom's performance reviews of other employees show a pattern of rating people lower after they take extended leave (potential systemic issue)
    – Maria's productivity metrics are actually only 5% lower than her pre-leave average (within normal variation)
    – The company has no formal flexible scheduling policy
    – Tom has never received management training on FMLA, ADA, or unconscious bias
    – Two other employees in the department have recently requested flexible scheduling (Tom denied both)
    – The company's legal counsel is concerned about liability exposure

    ### **ASSIGNMENT INSTRUCTIONS**

    #### **YOUR ROLE**

    You are an HR consultant hired by NorCal Manufacturing to analyze this conflict and propose a resolution strategy.

    Write a **2-3 page report (double-spaced, 12 pt. Times New Roman font, 1-inch margins)** that addresses the following sections:

    #### **SECTION 1: Problem Statement (1 paragraph)**

    Clearly and concisely articulate the central problem or challenge in this case.

    **Your problem statement should:**

    – Identify what's at stake for the organization, Tom, and Maria
    – Explain why this conflict requires immediate attention
    – Demonstrate your understanding of the complexity involved

    **Think beyond the surface issue** (the performance rating itself) to the deeper organizational and interpersonal dynamics at play.

    #### **SECTION 2: Conflict Analysis (1-1.5 pages)**

    1. Root Cause Analysis

    Identify the underlying causes of this conflict. Go beyond the surface issues (the performance rating itself) to explore what's really driving this situation.

    **Consider:**

    – What organizational factors contributed to this conflict?
    – What role does Tom's management approach play?
    – Are there systemic issues beyond this individual case?
    – What assumptions or biases might be at work?

    **Apply AT LEAST 2 course frameworks** to deepen your analysis. Choose from:

    – **Expectations and Clarity** (Mitchell & Gamlem, Chapter 6): How did unclear expectations contribute to this conflict? Did Tom clearly communicate his performance standards after Maria returned from leave?
    – **Interests vs. Positions** (Mitchell & Gamlem, Chapter 7): What does each party say they want (positions) vs. what they really need (interests)? What are Maria's underlying interests beyond the specific requests? What are Tom's underlying interests beyond defending his evaluation?
    – **Personality and Management Style** (Mitchell & Gamlem, Chapter 8): How does Tom's "old school" management approach contribute to the conflict? What conflict style is Tom using (competing, avoiding, etc.)?
    – **Manager's Role and Conflict Ownership**(Mitchell & Gamlem, Chapter 9): What role should Tom have played in addressing Maria's performance concerns? Should he have intervened differently when Maria requested flexible scheduling? Whose conflict is this—and who should resolve it?
    – **Constructive vs. Destructive Behaviors** (Runde & Flanagan, Chapter 4): What destructive behaviors escalated this conflict? What constructive behaviors were missing?

    **When you apply a framework, cite it in APA format and explain how it helps you understand the conflict.**

    A. Stakeholder Assessment

    Identify the key stakeholders in this conflict and analyze their perspectives.

    **For each stakeholder, consider:**

    – What do they say they want? ( **positions**)
    – What are their underlying needs or concerns? ( **interests**) — _Use Mitchell & Gamlem Chapter 7 to distinguish between positions and interests_
    – What power or influence do they have?
    – How do their interests align or conflict with others?

    **Key stakeholders include:** Maria, Tom, HR, other Production Department employees, legal counsel, VP of HR, and potentially others.

    B. Legal and Ethical Considerations

    Identify potential legal risks and explain why they matter.

    **Consider:**

    – What laws or regulations are relevant? (FMLA, discrimination, retaliation)
    – What liability does the organization face?
    – What ethical obligations exist toward Maria, Tom, and other employees?

    **You don't need to be a legal expert**—focus on identifying that legal issues exist and why they create risk for the organization. Your recommendations should include consulting with legal counsel or HR professionals with expertise in these areas.

    **How do organizational systems (or lack thereof) contribute to legal exposure?** _(Reference Mitchell & Gamlem Chapter 11 concepts about organizational conflict management systems)_

    #### **SECTION 3: Resolution Strategy & Recommendations (1-1.5 pages)**

    1. Overall Approach

    Describe your primary conflict resolution approach and explain why it's appropriate for this specific situation.

    **Consider:**

    – Should this be handled through mediation? Investigation? Policy change? Training?
    – Why is this approach better than alternatives?
    – What course concepts support your choice?

    **Reference course concepts to justify your approach.**

    B. Specific Recommendations

    Provide **3-5 specific, actionable recommendations** that address:

    – How to resolve the immediate conflict between Maria and Tom
    – How to address Maria's requests (which to grant, modify, or deny—and why)
    – What actions Tom should take
    – What systemic changes the organization should implement

    **For each recommendation, explain:**

    – **What** should be done
    – **Why** it addresses the root causes
    – **How** it should be implemented
    – **What obstacles** might arise and how to address them

    **What role should different parties play in resolving this conflict?**

    Using **Mitchell & Gamlem Chapter 9**, identify:

    – What role should Tom play (if any) in the resolution?
    – What role should HR play (coach, mediator, decision-maker)?
    – Should a third party be involved?

    Using **Runde & Flanagan Chapter 4**, what constructive behaviors should each party demonstrate moving forward?

    C. Communication Plan

    Describe how you would communicate your recommendations to different stakeholders.

    **Consider:**

    – What messages would you deliver to Maria? To Tom? To the department? To leadership?
    – How would you address concerns and build buy-in?
    – What tone and approach would be most effective?

    **Apply constructive communication behaviors from Runde & Flanagan Chapter 4:**

    – How will you use perspective-taking to understand each stakeholder's viewpoint?
    – How will you express concerns without attacking or blaming?
    – How will you reach out to rebuild trust?

    #### **SECTION 4: Conclusion (1 paragraph)**

    Summarize your key recommendations and explain the expected outcomes if your strategy is implemented. Emphasize the importance of addressing both the immediate conflict and systemic issues.

    #### **FORMATTING & CITATION REQUIREMENTS**

    Format:

    – **Length:** 2-3 pages (double-spaced)
    – **Font:** 12-point Times New Roman
    – **Margins:** 1-inch on all sides
    – **Header:** Include your name, course number, and date at the top
    – **Sections:** Use clear section headings

    APA Citations Required:

    – Cite course textbooks when referencing concepts: (Mitchell & Gamlem, 2015) or (Runde & Flanagan, 2010)
    – Include page numbers for direct quotes or specific concepts: (Mitchell & Gamlem, 2015, p. 78)
    – Include an APA-formatted reference list on a separate page (does not count toward page length)

    Reference List Format:

    Mitchell, C., & Gamlem, K. (2015). _The essential workplace conflict handbook: A quick and handy resource for any manager, team leader, HR professional, or anyone who wants to resolve disputes and increase productivity_. Career Press.

    Runde, C. E., & Flanagan, T. A. (2010). _Developing your conflict competence: A hands-on guide for leaders, managers, facilitators, and teams_. Jossey-Bass.

    #### **TIPS FOR SUCCESS**

    ✅ **Read the case carefully** – Take notes on key facts, timeline, and stakeholder perspectives. Notice the pattern in Tom's behavior.

    ✅ **Use the Week 5 reading guides** – They will help you identify relevant frameworks from Mitchell & Gamlem Chapter 9 and Runde & Flanagan Chapter 4.

    ✅ **Be specific** – Avoid generic recommendations like "improve communication." Instead: "Tom should meet with Maria for a one-on-one conversation using active listening techniques (Runde & Flanagan, Chapter 4) to understand her perspective and rebuild trust."

    ✅ **Apply course concepts explicitly** – Don't just mention frameworks; show how they illuminate the conflict. Use this format: "Using [Framework] from [Chapter], I can see that…"

    ✅ **Consider multiple perspectives** – Analyze the situation from Maria's, Tom's, HR's, and the organization's viewpoints. Use the positions vs. interests framework.

    ✅ **Balance empathy with objectivity** – Acknowledge the human impact (Maria's caregiving responsibilities, Tom's frustration) while providing practical solutions.

    ✅ **Address legal risks** – This case involves FMLA and potential discrimination—don't ignore these factors. Explain why they create organizational risk.

    ✅ **Think systemically** – Recommend changes to prevent future similar conflicts. What organizational systems are missing? (Reference Mitchell & Gamlem Chapter 11 concepts)

    ✅ **Focus on the manager's role** – This is Week 5's core concept. Evaluate Tom's role using Mitchell & Gamlem Chapter 9. Should he have coached Maria? Facilitated a conversation? What did he do wrong?

    ✅ **Identify constructive and destructive behaviors** – Use Runde & Flanagan Chapter 4 to analyze what behaviors escalated the conflict and what behaviors could resolve it.

    ✅ **Proofread** – Errors undermine your credibility. Read your analysis aloud to catch mistakes.

    ✅ **Start early** – Don't wait until Sunday night! This case requires thoughtful analysis.

    #### **FREQUENTLY ASKED QUESTIONS**

    **Q: Do I need to take a side—Maria's or Tom's?**

    A: No. Your role is as a neutral HR consultant analyzing the situation objectively and proposing solutions that address legitimate interests while protecting the organization.

    **Q: How many course frameworks do I need to apply?**

    A: At minimum, 2 frameworks in your root cause analysis. However, strong analyses will integrate concepts throughout (positions vs. interests in stakeholder assessment, manager's role in recommendations, constructive behaviors in communication plan).

    **Q: Can I use outside sources beyond the textbooks?**

    A: You may, but it's not required. If you do, cite them properly in APA format. Focus on applying course concepts first.

    **Q: What if I go over 3 pages?**

    A: Stay within 2-3 pages. Being concise is a professional skill. The reference list does not count toward page length.

    **Q: What if I don't know much about FMLA or employment law?**

    A: You don't need to be a legal expert. Focus on identifying that legal issues exist and why they create risk. Your recommendations should include consulting with legal counsel or HR professionals with expertise in these areas.

    **Q: Should I recommend firing Tom or Maria?**

    A: You can recommend disciplinary action if you believe it's warranted, but explain why and consider whether coaching, training, or other interventions might be more appropriate. Think about what's best for the organization long-term.

    **Q: How do I know if I'm applying course concepts correctly?**

    A: Explicitly name the concept, cite the source with page numbers, and explain how it applies to your scenario. Example: "Using Mitchell & Gamlem's interest-based negotiation approach (Chapter 7, p. 120), I would…"

    **Q: What's the most important thing to focus on for this case study?**

    A: **The manager's role** (Mitchell & Gamlem Chapter 9). Evaluate what Tom did wrong, what he should have done differently, and what role HR should play now. This is the core Week 5 concept.

    #### **SUBMISSION REQUIREMENTS**

    **Where to Submit:**   Canvas Assignment Portal: "Week 5 – Case Study Analysis"

    **When to Submit:** **Due: Sunday, April 26 by 11:59 PM**

    **Late Policy:**   10% deduction per day late (up to 3 days); after 3 days, assignment receives zero

    #### Before You Submit – Checklist:

    ☐ All four sections included (Problem Statement, Analysis, Strategy, Conclusion)

    ☐ 2-3 pages, double-spaced, 12-point Times New Roman font

    ☐ Applied at least 2 course frameworks with citations and page numbers

    ☐ Explicitly referenced Mitchell & Gamlem Chapter 9 (manager's role)

    ☐ Explicitly referenced Runde & Flanagan Chapter 4 (constructive behaviors)

    ☐ Included 3-5 specific, actionable recommendations

    ☐ Proper APA in-text citations throughout

    ☐ APA-formatted reference list on separate page

    ☐ Proofread for grammar, spelling, and clarity

    ☐ Saved as PDF or Word document

    ☐ File named: LastName_FirstName_CaseStudy.pdf

  • [Solved] Outline

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