Change Management

Introduction

Problem solving is a part of daily decisions being made by management in the organization and in essence, it is what leaders are meant to do. Implementing the solutions that have been arrived at by management may require change management with so as to minimize the occurrence and effects of the problem and management must be courageous to tackle it head on before the situation gets out of hand.  This is important so as to ensure there is no disruption in organizational performance and ensure that any change introduced is accepted across all the areas or sections affected by it.

Executive summary

The introduction of the new food product encountered major problem related to adhesion of different labels to the packaging of the product and this affected many of the initially introduced products. Various changes should be introduced that ensure all through inspection in the production and packaging process through thorough supervision. This adoption of changes will be effected with the participation of all sections in the organization.

The problem at hand

The organization operates in the food industry and an introduction of a new product encountered various issues related to adhesion of the products labels to the packaging containers and this has affected about one third of the initial distribution. This was the first introduction of the product to clients some of whom were new customers and it was somehow a test of how the product would perform in major stores.

Main issues

Being the initial introduction of the new product into the market through the major stores, there was a need for the first impression to be positive and a success on this could present an opportunity for expanding the distribution to other major stores nationally. However, the problem with the lack of adhesion of the used labels on packaging containers has affected a large portion of the products and this tainted the image of the product in the market. Gaining new customers for the product requires creating trust in the quality of the product and any impression that the product could does not meet the standards sets destroys the image of the product and its prospect in the market.

The problem acts as a hurdle that can see the organization to fail to attract new customers and lose the few who had bought the product despites the fault in it. The labeling of the product through the appropriate packaging is an essential marketing point since it communicates about the features and health benefits of consuming the food item. Earning the attention and trust of the customers in the market can guarantee that the product will be received well and be able to compete against any other substitutes available. The problem can affect the return on investment of the organization in relation to this product line and this can in turn lead to failure to achieve overall goal set. Obtaining considerable sales on this product requires assuring the stakeholders that the problem can be solved and the organization is able to come up with the right solution.

Solutions

Finding solution for this problem involves looking into the source and introducing changes that will ensures there is reduction or elimination of such issues as much as possible. The solution involves eliminating the process at the source by ensuring that labeling of the packaging materials is done within set standards. To adhere to the standards, there is need to introduce changes in across all the sectors including the processing, distribution and sales employees who come into contact with the product. This includes improved supervision and ensuring that employees take personal responsibilities in case of failure to adhere to the set standards. Introducing the changes involves creating urgency across the whole organization and reducing the resistance that are likely to arise out these changes. For a change to be successful there is a need for the entire organization to portray the need for it and leaders should instill urgency among all involved parties and the sense that change is important (Mourfield, 2014). The employees and managers had to appreciate the need for increased attention to standards to ensure that the mistakes previously made are not repeated.  That kind of realization is necessary in order to create the motivation for accepting and taking part in the implementation of the new measures taken to ensure the entire process of production including packaging is appropriately done so as to reduce mistakes or eliminate them completely.  

Approaching the change from a cultural point of view will go a long way in ensuring that the introduced changes become engrained within the organization.  This will require creating a vision and strategy that ensures every provision for maintaining quality and standards is entrenched in the daily operations in the organization. A vision assist individuals to understand why they are needed to be part of the team championing change and after they see the achievement of the set targets, they will be willing to offer their full support (Cawsey, Deszca,  & Ingols, 2012). It will also be important to communicate this change to all the parties involved, to ensure that marketing problem encountered due to default packaging and labeling is corrected. Communication is necessary in change management since information on how the involved parties will be affected is provided and thus readies all members in the organization to reduce resistance and hence, embrace the change. The best communication is when managers and supervisors in the organization walk the talk because actions always speak volume about the right attitude towards the change (Mourfield, 2014).

Recommendation discussions

To eliminate and minimize this problem will involve concerted efforts for all the sections in the organizations in providing standards that should be followed in the operations. Problem solving will be a great enabler of acceptance of the product and growth of the share market of this product. At this stage, the actions are required to ensure that previous mistakes that had been made are not repeated in the packaging process so that the product is presented a manner that serves the clients right.

Trials of recommendation and results

To ascertain the impact of the change introduced in the packaging process, an assessment of the performance of the product in the market will be done to look into how the damage on the image of the product previously has been corrected.  The acceptance of the product by the customers will shows that the various changes introduced have yielded results as expected by the change management team.

Review and measurement of results

 The measurement of the introduced impact of the changes will be carried out through a review of the sales of made in the market. The growth in the market share of the product is also another way of measuring how the changes introduced have affected the embracement of the product in the market.

Summary and conclusion

Problem solving drives the performance of organizations and change management can be used as a tool for providing the appropriate solutions. Change management must involve the participation of all employees and stakeholders for its impact to be realized.

Reference

Mourfield, R. (2014). Organizational Change: A Guide to Bringing Everyone on Board. Management.

Cawsey, T. F., Deszca, G., & Ingols, C. (2012). Organizational change: An action-oriented toolkit. London: SAGE. 201-203

Workplace Retaliation as related to filing or being a witness in an EEO charge, complaint, investigation, or lawsuit (Federal jurisdiction).

Introduction

Most individuals understand that there are active laws that guard employees against any form of discernment and harassment. However, most do not understand that the same laws guard employees against retaliation. This, therefore, implies that an employer cannot punish the workforce for filling harassment or discernment complaints or even for partaking in workplace examinations. In this case, the punishment does not generally refer to demotion or firing but it is an incorporation of other undesirable employment actions that involves being denied a transfer or pay increase or promotion to a more deserving position to being excluded from mentoring and training openings. Work place retaliation takes place when an employer penalizes an employee for involvement in lawfully guarded activities[1]. Retaliation, in this case, might incorporate activities that are undesirable to the employees such as salary decrease, shift and tasks relocation, dismissal as well as a demotion[2]. However, retaliation can additionally be more restrained. The federal law guard’s staffs from retaliation when they file complaints which are either internal or external to bodies such as Equal Employment Opportunity Commission (EEOC) in regard to discernment and harassment regardless of whether the claim has no valid foundation given that it was filed in good belief[3]. Over the last decade, EEOC has conveyed that workplace retaliation is the utmost common issue that is supposed by federal staffs as well as the most shared discrimination in all the federal cases[4].

Thesis Statement

Workplace retaliation does not refer to operating in a hostile workplace or harassment but it mainly involves the undesirable punishment subjected to an employee after filing a legally guarded complaint or participating in workplace assessments. As workers are becoming more aware through training and education in regard to their rights, it is essential for employers to adopt suitable practices that lower the likelihood of facing retaliation complaints.

Road Map

This paper will seek to analyze workplace retaliation as related to filing or being a witness in an EEO charge, complaint, investigation, or lawsuit (Federal jurisdiction). In that based on the recent reports that retaliation is the prime base of workplace retaliation, there is a need to assess how retaliation occurs, its establishment as well as strategies that organizations and employees can partake towards acquiring protection against retaliation. In addition, the report will evaluate on what qualifies for retaliation, whether the complaint certainly matters, the laws guarding retaliation and finally make probable solutions and recommendations.

Background

Workplace retaliation litigations are growing rapidly thus becoming a common occurrence and particularly costly for employers. When a complaint is filed by a staff in regard to harassment or discernment in the workplace, it becomes commanding that the employer has to take some serious consideration by treating the complaint with unique care[5]. In that, if the action course utilized is perceived to be oriented at punishing an individual for their complaint in any manner the organization might be subjected to a costly lawsuit[6]. Given that discernment of harassment is prohibited by laws that guards employees discrimination of any kind is an unethical and yet costly response[7]. Based on EEOC’s recent reports it is apparent that close to half of all the cases that are filed yearly covers retaliation cases with approximately 42 percent of the discrimination conclusions being grounded on retaliation[8]. In fact, the general number of all the discrimination findings that are grounded on retaliation claims have outweighed other forms of discrimination.

Precisely, retaliation is the most commonly purported discrimination base within the federal division since 2008[9]. Retaliation cases qualify as any intense action that an organization applies to a worker on due to the fact that they filed an objection regarding discernment or harassment. The intense of undesirable actions might incorporate actions such as dismissal, offering untrue or negative assessments, demotion, pay reduction or duties reallocation. The guard in contradiction of retaliation is not only applicable to those that filed the objections but applies to everyone who decides to take part from the investigations that developed from the objection[10]. This, therefore, implies that the workers interrogated in regard to the objection cannot be discerned for their participation in the inquiry.

Today more than before employees have well-guarded against any form of discernment a subject that raises concerns given that it affects productivity in addition to the incurred cost by the employer. Based on the existing retaliation cases statistics, it is apparent that most employers are unknowingly trapped by the unintended retaliation against respective workers[11]. The frustrating thing for most employers is that despite the fact that the actual discernment or harassment objection has not valuable base or it is fictitious the employer remains on the nail if they decide on taking actions that are perceived to be retaliatory[12]. In this context, it becomes apparent that punishing actions should never be applied to a worker on the ground that their complaint was baseless of forged because the truth of the objection never matters[13]. Work place retaliation holds some intense consequences for the employer and therefore, rather than focusing on the worker that filed the objection organizations are required to punish the retaliator.

Argument

To most workplace retaliation involves harassing workers or subjecting them to a hostile working surrounding as punishment after filing an objection which is legally guarded or in participating in retaliation investigation. However, workplace retaliation involves any discriminatory or undesirable punishment by the employer to the respective employees for participating in legally guarded actions. Given that the adverse actions by the employer would hinder a reasonable individual in the discrimination situation to make an actual complaint, this is categorized as illegal retaliation. In other words, retaliation is a form of discriminatory punishment subjected to an employee for the attempt to guard their privileges. Even if the objection turns to be baseless the law also guards workers who participate in EEOC assessments or those that act as witnesses during the EEOC litigation[14]. In addition, other laws such as ADEA protects all another kind of whistleblowers as well such as those that objects unsafe working places[15]. It is worth noting that some, state laws also forbids employers retaliation against their workers[16].

Every retaliation action does not necessarily imply that the employee’s job is at risk. In that retaliation can originate as a form of unanticipated or prejudiced performance evaluations, intense management of all the employee's activities or even an immediate exclusion from employees teams in regard to training or project accomplishment[17]. Despite the fact that employers are permitted to discipline their workers in spite of filing an objection or not, it benefits particularly after being careful in regard to how the employees involved in the legal objections are disciplined. In that after the employee has filed an objection then months later acquire undesirable performance evaluations, even if the evaluation was not connected with the complaint, frequently the worker will interpret the evaluation as retaliation[18]. In accordance, any form of disciplinary action subjected by the employer that is bound to negatively impact an employee after the objection should involve proper documentation of the foundation of this disciplinary actions. Otherwise, without the presence of reliable evidence in contradiction, the legal team will automatically suspect the timing amid the objection and the subjected punishment[19].

Workplace retaliation is complex and particularly demanding for the organization. However, given that retaliation is classified as the prime base in regard to workplace discrimination an occurrence that might ruin the general capability of an organization it can be prevented. Surprisingly, workplace retaliation prevention is particularly easy which does not necessitate many finances, time or even effort. To begin with, it is essential to develop a regulatory policy that prohibits discrimination or retaliation. This policy should adequately describe retaliation, the resulting consequences, and reporting procedures. Also, it is beneficial to take the raised complaints seriously and accurately by applying a thorough investigation. In this context, employers are required to focus on the retaliator, not the complainer. Complaints should be preserved as confidential and the associated reports stored safely for further references.  Employees should be made to understand that filing complaints do not affect their jobs given that it is a form of protecting the organization from adverse consequences. It is imperative that the process is well documented in case of any legal proceedings. This means that there should be a process that seeks to keep documentations and reports from the actual complaint, via the whole investigation as well as the general conclusion.

Retaliation is the most common supposed basis of discernment within the federal area and the most shared discernment within the filed cases. Retaliation particularly occupies 42 percent of all the discrimination cases within the federal sector[20]. The EECO policies forbid actions that are intended to punish employees or those that are applying for emphasizing their privileges to attaining liberation from any kind of discrimination that incorporates harassment. Emphasizing these kinds of EEO privileges is commonly referred to as protected activity which can occupy different forms[21]. For instance, it is particularly unacceptable legally to retaliate against workers for being a witness or filing objections in an EEO case, investigation, lawsuit or even an objection. In addition, those that intervene in the quest of guarding other employees are also guarded by the EEO laws[22]. In that, one should never be retaliated for participating in an interrogation in regard to a supposed harassment. In addition, communicating in regard to discrimination is protected for instance when a worker is involved in investigating about salary details in order to unveil probably discriminatory salaries. 

Employees can file a qualifying retaliation complaint in situations where the resist sexual advances aimed to result in favorable impacts. In this context, if the worker is discriminated against on the ground that they resisted the advances then the complaint is probable and particularly costly for the employer[23]. Partaking in the complaint investigation procedure is also guarded against being retaliated under any situation[24].

However, the engagement in EEO operations does not protect any worker from acquiring discipline charges if their actions violate the organization’s laws[25]. In this case, employers are permitted to discipline or even dismiss the employees given that they are driven by non-retaliatory and non-discerning motives that would result in direct disciplinary consequences based on the ground that they acted contrary to the company’s laws. However, the laws do not permit the employer to apply any action in responding to EEO’s operations which would, in turn, discourage other individuals from participating in the activity or even making similar objections in the future if discernment is subjected[26]. In this case, the organizations are restricted from acting in a discouraging manner given that witnesses are well protected and voluntary participation is encouraged. For instance, depending on the provided facts retaliation can be approved if the employer acts on the basis of EEO’s activities in regard, transferring the worker to a less deserving position, engaging in physical or verbal aggression, threatening their participation, increasing scrutiny, offering non-factual performance evaluation that negatively affects the worker’s performance and career and creating a rather challenging workplace for the employees[27]. This might include punishing the complainant for filing an objection in regard to the desecration of EEO laws by intentionally modifying the worker’s tasks and working schedules in order to create a conflict with their personal or family responsibilities[28].

Retaliation is among the most sensitive discriminatory subjects such as sexual orientation that are not adequately incorporated within most organizations discriminatory policies. It is worth noting that retaliation can directly affect the general capability of the organization similar to all other discriminations. Based on findings most workplaces discriminations are particularly fueled by retaliation. In that, the employer’s tend to acquire frustration on the ground that the workers have acted against their wishes thus placing the company at risk with the law. However, it is worth acknowledging that given that both parties are affected by the issue retaliation is preventable with the engagement of probable policies that clearly describes and outlines procedures for handling such cases. Retaliation is even worse if it has resulted in dismissal or demotion because in this case the privileges of the worker are contradicted.

As workers are becoming more aware through training and education in regard to their rights, it is essential for employers to adopt suitable practices that lower the likelihood of facing retaliation complaints. Previously, retaliation claims by employees used to be deemed as a common occurrence that the company can evade easily. However, this is not the case for any of the claims that are filed in regard to harassment and discernment. Today, retaliation cases often frontier and acts as the central investigation point in litigation processes and there are actually more challenging for any organization to cross through. Anti-retaliation guidelines are universal in the main employment laws. One of the usual endowment is offered by ADEA which particularly prohibits any form of discrimination on the ground of age and therefore, prohibits any punishment against those that participate in the investigation as a witness, complainant or played an assistive role[29].

In the interpretation of the primary risks that are involved with the type of claims, it is vital for the workers to comprehend the general nature as well as special issues that are associated with retaliation objections. The most suitable practices for lowering the likelihood of employers ending in the wrong position based on the objections can also be lowered. For instance, the recent Statistics offered by EEOC demonstrate the dramatic increase in the rate of retaliation cases filed by complainants with Federal organizations. For the paramount time ever, in 2011 the rate of the retaliation filed cases in relation to EEOC outweighed the general charges that were raised in regard to discrimination on the basis of religion, age, disability and so on[30]. A clear observation at the increasing retaliation cases it is apparent that the charges are increasing rather rapidly with time. There has been an established distinction in regard to how courts handle retaliation cases on the ground that they form the ground for discrimination in general. This can be proved by the recent conclusions by federal courts that are eager to offer summarized evaluation in regard to discrimination but does not offer conclusive evaluations of retaliation charges.

The sudden increase and commonness of retaliation claims are justifiable. In that, the workplace today comprises of smart and well-equipped workers in regard to knowledge. In addition, social media sites and the internet additionally provides increased contact with data in regard to workers privileges in the employment sector[31]. More so, retaliation claims are in most cases easier to argue when equated to the complex nature of other forms of harassment and discrimination which necessitates demonstrating the targets of the employer to be discriminative. Contrary, retaliation charges can primarily be grounded on objective subjects that are fueled by sequential intentions. Employers can effectively handle retaliation cases today by having an applicable mindset[32]. For instance, most companies today conduct training in regard to discrimination but fail to incorporate retaliation guidelines and description. Every company is required to be responsible in regard to preventing the occurrence of any discrimination given that the consequences of failure are fatal.

Conclusion

In summing up, it is apparent that retaliation cases have been on the rise recently as the base of other kinds of discrimination. For several years now, EEOC has reported that retaliation cases outweigh those that are related to discrimination based on age, gender, race or sexuality. Retaliation is complex for the employer and particularly expensive. In this context, employers are required to create adequate written regulations that incorporate all the specific against retaliation. In addition, they should also make publication and apply the policies in a steady and reasonable manner. Employers should be mindful of the common caution for documentation. There is probably no other sector within the employment laws that are well served by the internal document as proof that the retaliation assertions protection. Having properly documented organizational strategies and decisions in regard to prohibiting retaliation can in most cases be utilized to dismiss the claims legally. From statistics, the current rise of retaliation cases is mainly fueled by the fact that employees understand their privileges quite well and the fact that the claims are guarded legally. There is, therefore, a necessity to prevent the occurrence by protecting the organization while upholding the rights of all the employees despite their objections.

References

Brake, Deborah L. "Retaliation in an EEO World," Indiana Law Journal: Vol. 89: Iss. 1, Article 7. (2014). Retrieved from http://www.repository.law.indiana.edu/ilj/vol89/iss1/7

Brake, Deborah L. "Retaliation in the EEO Office." (2014).

BUCKLEY, JOHN F. I. V. Equal Employment Opportunity Compliance Guide: 2017 Edition. S.l.: WOLTERS KLUWER LAW & BUS, 2016. Print.

Cooney, Lisa. "Understanding and Preventing Workplace Retaliation." Massachusetts Law Review 2015 (2016): 2014.

EEOC. Retaliation- Making It Personal. 2017. Retrieved from https://www.eeoc.gov/laws/types/retaliation_considerations.cfm

Ford, Karen E, Kerry E. Notestine, and Richard N. Hill. Fundamentals of Employment Law. Chicago, Ill: Tort and Insurance Practice, American Bar Association, 2000. Print.

Gallus, Jessica A., Jennifer A. Bunk, Russell A. Matthews, Janet L. Barnes-Farrell, and Vicki J. Magley. "An eye for an eye? Exploring the relationship between workplace incivility experiences and perpetration." Journal of Occupational Health Psychology 19, no. 2 (2014): 143.

Miles Angela, Fleming Marka, McKinney Arlise P. Retaliation: legal ramifications and practical implications of discriminatory acts in the workplace", Equality, Diversity and Inclusion: An International Journal, Vol. 29 Issue: 7, pp.694-710. (2010). Retrieved from https://doi.org/10.1108/02610151011074416

Mills, Judge Michael P. "EEOC v. Resource Employment Solutions, LLC." (2016).

Mitchell Marie S. & Ambrose Maureen L. Abusive Supervision and Workplace Deviance and the Moderating Effects of Negative Reciprocity Beliefs. Journal of Applied Psychology the Vol. 92, No. 4. (2007). 1159–1168 American Psychological Association. 

Paludi, Michele A, Carmen A. Paludi, and Eros DeSouza. Praeger Handbook on Understanding and Preventing Workplace Discrimination. Santa Barbara, Calif: Praeger, 2011. Print.

Secunda, Paul M. Retaliation and Whistleblowers. Austin: Wolters Kluwer Law & Business, 2009. Print.

Shilling, Dana. Complete Guide to Human Resources and the Law. , 2015. Print.

Solano, Frank & Kleiner, Brian H. “Understand and preventing workplace retaliation, Management Research News, Vol 26 Issue 2/3/4. (2003). Retrieved From http://www.pmlaw-us.com/area/retaliation/

U.S Equal Employment Opportunity Commission. Facts about Retaliation. (2017). Retrieved from https://www.eeoc.gov/laws/types/retaliation.cfm

[1] EEOC. Retaliation- Making It Personal. PP. 1-1. 2017.

[2] EEOC. Retaliation- Making It Personal. PP. 1-1. 2017.

[3] Solano, Frank & Kleiner, Brian H. “Understand and preventing workplace retaliation, Management Research News, Vol 26 Issue 2/3/4. (2003).

[4] Brake, Deborah L. "Retaliation in an EEO World," Indiana Law Journal: Vol. 89: Iss. 1, Article 7. (2014).

[5] Secunda, Paul M. Retaliation and Whistleblowers. Austin: Wolters Kluwer Law & Business, 2009. Print.

[6] U.S Equal Employment Opportunity Commission. Facts about Retaliation. PP. 1-1. (2017).

[7] Shilling, Dana. Complete Guide to Human Resources and the Law. , 2015

[8] U.S Equal Employment Opportunity Commission. Facts about Retaliation. PP. 1-1. (2017).

[9] EEOC. Retaliation- Making It Personal. PP. 1-1. 2017.

[10] Brake, Deborah L. "Retaliation in an EEO World," Indiana Law Journal: Vol. 89: Iss. 1, Article 7. (2014).

[11] Paludi, Michele A, Carmen A. Paludi, and Eros DeSouza. Praeger Handbook on Understanding and Preventing Workplace Discrimination. Santa Barbara, Calif: Praeger, 2011.

[12] Ford, Karen E, Kerry E. Notestine, and Richard N. Hill. Fundamentals of Employment Law. Chicago, Ill: Tort and Insurance Practice, American Bar Association, 2000.

[13] Secunda, Paul M. Retaliation and Whistleblowers. Austin: Wolters Kluwer Law & Business, 2009. Print.

[14] Mitchell Marie S. & Ambrose Maureen L. Abusive Supervision and Workplace Deviance and the Moderating Effects of Negative Reciprocity Beliefs. Journal of Applied Psychology the Vol. 92, No. 4. 1159–1168 (2007).

[15] Mitchell Marie S. & Ambrose Maureen L. Abusive Supervision and Workplace Deviance and the Moderating Effects of Negative Reciprocity Beliefs. Journal of Applied Psychology the Vol. 92, No. 4. (2007).

[16] BUCKLEY, JOHN F. I. V. Equal Employment Opportunity Compliance Guide: 2017 Edition. S.l.: WOLTERS KLUWER LAW & BUS, 2016.

[17] Mitchell Marie S. & Ambrose Maureen L. Abusive Supervision and Workplace Deviance and the Moderating Effects of Negative Reciprocity Beliefs. Journal of Applied Psychology the Vol. 92, No. 4. 1159–1168 (2007).

[18] BUCKLEY, JOHN F. I. V. Equal Employment Opportunity Compliance Guide: 2017 Edition. S.l.: WOLTERS KLUWER LAW & BUS, 2016.

[19] Paludi, Michele A, Carmen A. Paludi, and Eros DeSouza. Praeger Handbook on Understanding and Preventing Workplace Discrimination. Santa Barbara, Calif: Praeger, 2011.

[20] Mitchell Marie S. & Ambrose Maureen L. Abusive Supervision and Workplace Deviance and the Moderating Effects of Negative Reciprocity Beliefs. Vol. 92, No. 4. 1159–1168 (2007).

[21] Miles Angela, Fleming Marka & McKinney Arlise P. Retaliation: legal ramifications and practical implications of discriminatory acts in the workplace", Equality, Diversity and InclusionVol. 29 Issue: 7, pp.694-710. (2010)

[22] Gallus, Jessica A., Jennifer A. Bunk, Russell A. Matthews, Janet L. Barnes-Farrell, and Vicki J. Magley. "An eye for an eye? Exploring the relationship between workplace incivility experiences and perpetration." 19, no. 2 (2014): 143.

[23] Gallus, Jessica A., Jennifer A. Bunk, Russell A. Matthews, Janet L. Barnes-Farrell, and Vicki J. Magley. "An eye for an eye? Exploring the relationship between workplace incivility experiences and perpetration." 19, no. 2 (2014): 143.

[25] Mills, Judge Michael P. "EEOC v. Resource Employment Solutions, LLC." (2016).

[26] Miles Angela, Fleming Marka & McKinney Arlise P. Retaliation: legal ramifications and practical implications of discriminatory acts in the workplace", Equality, Diversity and Inclusion: An International Journal, Vol. 29 Issue: 7, pp.694-710. (2010)

[27] Brake, Deborah L. "Retaliation in the EEO Office." (2014).

[28] Brake, Deborah L. "Retaliation in the EEO Office." (2014).

[29] Mills, Judge Michael P. "EEOC v. Resource Employment Solutions, LLC." (2016).

[30] Cooney, Lisa. "Understanding and Preventing Workplace Retaliation." Massachusetts Law Review 2015 (2016): 2014.

[31] Brake, Deborah L. "Retaliation in the EEO Office." (2014).

[32] Cooney, Lisa. "Understanding and Preventing Workplace Retaliation." Massachusetts Law Review 2015 (2016): 2014.

Project management

Nowadays, organizations whether small or large have a project management specialist. Basically, project management is a growing discipline that involves planning, instigation, implementation, examination and closing of a specific task. Its sole purpose is to help in managing the resources of a company to move a one-time project into completion (Goh & Hall, 2012). A project manager is therefore tasked to define goals and objectives, manage human and financial capital as well as creating quality control. Project management is commonly used in industries that have a multifaceted set of components that have to be coordinated to meet the desired outcome. Examples of such fields include construction, health care and information technology among others that work under different departments. For instance, a project manager who has been tasked to lead team of software product developers starts by making out the scope of the projects. He then assigns tasks to the team members who would probably be engineers, software specialists, quality assurance specialists and technical writers. He would also be responsible in creating a work schedule and budget that can support the project even in unexpected contingencies (Kerzner, 2009). They would also ensure timely supply of resources that would be needed to build, assess and deploy the product.

Effective project management presses a project to its full potential. In the business world, it ensures clear and consistence communication between team members and other stakeholders, which is essentially vital to the success of the project. The other importance is that project management delineates the important milestones of a project (Wiley, NJ Brown & Sim, 2009). Through digital project management tools, managers are able to track the progress at every checkpoint and reminding the team members of their assigned tasks. Project management also ensures high level of expertise and utilization of skills in communication, budgeting and planning. Unlike any other business operation, a project is a temporary venture that is unique and distinct needs. In addition, it facilitates work breakdown for a  complex project into a manageable packages that can naturally be planned and implemented. It also offers a competitive advantage to the organization and goals are achieved in a timely manner.

The project management life cycle is made up of four phases. The first is the initiation phase which determines the scope and nature of the project. The process encompasses review of the current business operation, examination of the business needs, financial and stakeholder analysis, setting up the office and the project team as well as the conduction of a SWOT analysis (Goh & Hall, 2012). Planning follows the initiating stage. It includes identifying deliverables, developing a budget and a work schedule, risk planning, quality planning and gaining formal approval to commence the project. This is followed by the implementation phase which ensures that all deliverables of the plan are executed accordingly (Kerzner, 2009). Basically execution involves co-ordination and allocation of different resources in accordance to the project goals. This goes hand in hand with the monitoring of project’s activities and variables (Wiley, NJ Project Management Institute,2008). Lastly, the closing phase calls of the project by formal acceptance of the project. Various activities in the process groups are finalized after which  post implementation review is done.

In the project management life cycle, planning is seemingly the most important yet challenging phase. It involves scheduling  time, estimating the project expenses and how different resources will be distributed. Improper planning may hinder efficiency during execution especially in timing and distribution of resources for particular processes. Risks are also analyzed by the project managers in preparation of the execution process. Sound planning has to involve critical thinking especially when finding the root cause of a gap in an organization. It is during planning that crucial decisions concerning the project are made and hence critical thinking tools must be carefully applied to align the execution with the company’s desired vision (Goh & Hall, 2012). Conversely, intensive and extensive research has to be conducted for the purpose of reviewing previous similar projects. Conducting a research may shed important light of some pitfalls and challenges that can be easily avoided in the current project. Critical thinking and research are essential processes of the planning phase.

A project organization is a hierarchical configuration of the project team members that allows smooth coordination and execution of project activities. It is designed to create a working environment that cultivate interactions among the team members without disruptions. It is the duty of the project manager to create a project structure that meets the needs of the particular project. There are three categories of project management organization, namely: project-based, functional and matrix organizational structures (Kerzner, 2009). A project-oriented organizational structure is a team that is independently created to carry forward a project separate from the parent organization. The team has its technical staff, project and field coordinators and other staff. In the functional structure, the project is managed by the organization’s hierarchical staff structure. Senior managers of the organization become the senior staff members of the project. Lastly, a matrix project organizational structure delegates some duties of the project manager to the managers of various program units. It allows staffing that is based on the level of competence and specialism in different technical dockets (Kerzner, 2009).

Team leadership and sponsorship serve an important role in the success of a project. Leadership in project management is all about getting the work done within the allocated time. By motivating the team members and encouraging them whenever hiccups seem outweigh chances of success. Bearing diversity in mind, leaders have a crucial role of harmonizing the efforts, capabilities and interests for a common goal (Goh & Hall, 2012). During the planning phase, leadership takes a key role of leading the team members into understanding the project’s needs. On the other hand, the support of the sponsor cannot be underrated. First, he provides expertise knowledge to the team members, he also acts as the topmost consultant on decisions that are beyond the project manager. A sponsor also evaluates and approves a project proposal after which he offers the necessary financing to project (Wiley, NJ Brown & Sim, 2009). Leadership and sponsorship is, therefore of great importance to the success of a project.

An effective team is usually characterized by key elements such as accountability, interdependence, commitment and goal sharing. To achieve this, team building is the best approach that can bring members together for the common goal of the project. Some of the objectives of team building include enhancing the understanding of the role of each member, encouraging creativity, expansion of the team’s capacity and articulating the purpose and mission of the team members (Kerzner, 2009). Team building also helps in enhancing relationships among the team members by increasing the effectiveness of communication, improving conflict resolution and building trust and openness among the team members. To the organizational culture, team building deepens the understanding of the existing culture in terms of strengths and weaknesses. This puts them at a better position of finding solutions to issues that might hinder the progress of the project.

Effective teams can be very powerful because of their capacity to exploit full potential from its individuals. Various techniques can be used to build a team, the most effective being establishing leadership with each member of the team. When leaders build relationships of loyalty and trust rather than fear,  the team can become stronger (Goh & Hall, 2012). Leaders should also practice effective communication by ensuring clarity,  emphasis on important matters and timeliness in communication. delegation of problem-solving tasks to the team members is the other technique.  it promotes cooperation,  invites creative ideas and promotes cohesiveness of the team members. the project manager should also consider motivation of the team members through positive complements,  encouragement and rewards to the devoted individuals. This will trigger off hard work and commitment which is essential in team building. Lastly, project managers should clearly define and make known the values and goals of the team. 

A project requires a work breakdown structure so as to organize the entire work into manageable sections. This is a key deliverable that gives a hierarchical disposition of the project’s work in the execution phase. To create a work breakdown structure, the project team identifies the major or key deliverables. They are subdivided into smaller sub-deliverables which are further narrowed down to individuals (Kerzner, 2009). This decomposition can be in form of an outline or a map that decomposes deliverables hierarchically. A project manager uses these deliverables to group specific work packages. This is a list of tasks given to a specific units of work. Each department of the project is given a work package that has its own deliverables such as budget, cost accounts. Therefore, different departments work separately for a corporate goal.

To be effective in organizing the project, project managers require a project management software. This is one of the most obliging tools that can be used to boost efficiency most management operations (Wiley, NJ Brown & Sim, 2009). Such software are required in document sharing for projects that require documentation, managing the costs of the project and keeping all team members updated with the proceedings. Most importantly, a project management software is used to identify and manage risks make a forecast and budget for the project (Goh & Hall, 2012). It is particularly essential and necessary for organizations that work with sophisticated systems to use the appropriate project management software. When used properly, a team members are able to collaborate and finish the project as planned. Communications are also facilitated and the execution is run with minimum wastage of time and resources.

In conclusion, project management is an important discipline specializes in managing organizational resources right from the initialization to the closing stage. It facilitates effective communication, keeps track of the progress, helps in identifying and managing risks and also ensures that operations are done with a high level of expertise. Project management life cycle has five phases: initializing, planning, implementation monitoring and closing phase. It is also clear that there are three types of organizational structures: project-based, functional and matrix organizational structures. Other essentials of project management include leadership and sponsorship, team building, work breakdown structure and project management software as discussed in the paper.  

References

Goh, J. & Hall, N.G. (2012). Total cost control in project management via satisficing. Working paper, revised for publication, Fisher College of Business, The Ohio State University, Columbus, Ohio

Hall, N.G., Long, Z., Qi, J. & Sim, M. (2011). Managing underperformance risk in project portfolio selection. Working paper, Fisher College of Business, The Ohio State University, Columbus, Ohio

Kerzner, H. (2009). Project Management: A Systems Approach to Planning, Scheduling, and Controlling, 10th edition.

Wiley, Hoboken, NJ Project Management Institute. (2008). A Guide to the Project Management Body of Knowledge, 4th edition

Kerzner, H. (2009). Project Management: Scheduling, and Controlling, 10th edition.

Wiley, Hoboken, NJ Brown, D.B. & Sim, M. (2009). Satisficing measures for analysis of risky positions. Management Science, 55: 71-84

Assignment 3 Part 1: Operation, Technology, and Management Plan

Operational Plan

The operational plan being an essential part of business seeks to ensure that efficiency is developed (West, Ford & Ibrahim, 2010). The management has the bond of ensuring that adequate and comprehensive plans that highlights and analysis all the aspects of operations are developed so that an organization can operate in an effective and well-organized way. Failure to developing suitable or any plans is an obvious sign of inefficiency. Therefore, it is the obligation of every member of an organization in ensuring that the designed teams work efficiently in the quest of fulfilling the organizational goal. This paper will, therefore, offer a thorough analysis of Always Fresh Company’s administration technology and operational plans.

The Prime Operation’s Aspects

Always Fresh places much assertion on proper formulation of a thorough marketing plan which is essential in directing the company’s management and development procedures in regard to storage, distribution, supply, consumer relations, inventory control and all other operations that have the capability to affect its efficiency. In order to achieve success, the firm must be dependent on its marketing plan efficiency (West, Ford & Ibrahim, 2010). Subsequently, there has been an intense effort to the institution of effective and efficient procedures in order to monitor all the operations at Always Fresh. Given that the business is a starting up a company, it will be utilizing Just-In-Time system in the management of its inventory. This strategy is objected at lowering storage as well as the associated expenses with materials storage.  Always Fresh has several suppliers with respect to acquiring raw materials which are effective in stopping shortage cases as well as the loss of creativity that is linked with having few sellers.

Cost and Time Efficiencies

Always Fresh Company holds several measures that seeks to lower the general cost of operation while enhancing time productivity. At the commencement level, the company will in particular not accommodate above 1100 items at any given time. In addition, the firm’s management will not be making any kind of working payment for the next six months which will seek to ensure that that the company holds the adequate financial background in funding its operations. The main goal is to ensure that the business operates in the most expenses efficient manner which will be fueled by the application of monetary principles. The company will utilize drop shipping services. This is because it seeks to increase efficiency and lower overheads (Morabito, 2013). This will be accompanied by thorough negotiation of credit services and also ensure that the production and serving procedures are friendly to the surrounding.

Competitive Advantages

There are numerous forces that assist in the creation of a firm’s competitive advantage. At the beginning, the firm will apply Just-In-Time system in inventory management to create a competitive position and attract the consumers given that they will be given fresh products always. Given that the business is small this gives it a flexible and responsive status (West, Ford & Ibrahim, 2010). In addition, the company can be able to modify its activities at any period based on the existing market demands. The small working tea is at most times characterized by increased better relations which help in developing efficiency, creativity and high production (West, Ford & Ibrahim, 2010). Based on the limited bureaucracy the procedure for making a sound decision is effective which plays a part also in lowering operating expenses thus permitting the Company to provide products at affordable prices.

Problems Addressed and Overcome

All the external suppliers and the involved distributors will be handling the shipping expenses, particularly for the finished products.  After consumers create bulk buying they will be receiving a discounted payment.  Even though employing experienced staffs is expensive Always Fresh will only hire this kind of staffs at 12$ per hour. The manufactured and ready drinks will be stored at the company’s storage given that it can accommodate up to 150,000 units which will seek to lower expenses. Costs, marketing, and operational issues should be addressed without delay to fit within the company’s objective (West, Ford & Ibrahim, 2010).

Research and Development Activities

In the society today, research plays a critical role in products development and business efficiency (Morabito, 2013). The company will be utilizing this strategy in investing the most creative means of production and consumers appeal. The acquired information will mainly be utilized in creating services and products differentiation thus acquiring a competitive edge by meeting the comprehensive market demands.

Technology Plan

Software Needs

The creative plan should be one that provides the needed assistance to the company in ensuring that all the business practices are purposeful (Morabito, 2013). Therefore, it should be noted that the operation should be a legitimate one. This will be objected at overseeing business operations. The company will be utilizing log files that will be providing internet locations. In regard to the general information that is required in running the company the amount of online or software space necessary is low while the expenses for setting a personal company’s server is relatively high.  Therefore, the company will utilize cloud computing technology which will be supplied by an external vendor. Always Fresh Company will make use of a technology remote outline which will be a primary objective of adequately cooperating with the respective bottlers. The precarious software design that will be applied is data examiner which will mainly seek to dichotomize, assemble and understand the thorough details acquired from different servers (Morabito, 2013).

Hardware Needs

The superiority of any given hardware to be utilized is very crucial in the present scenario given that if anything goes a miss, the company will automatically suffer immeasurable loss (Morabito, 2013). Always Fresh Company will be utilizing all the hardware categories such as storage, involvement, and output, data transfers, focal treatment, and gadgets. All the units are very authoritative and therefore cannot be neglected. Super technology will be utilized which does not only require responsive skills but also the necessary experience in handling the anomalous augment status.

Telecommunication Needs

In company running appropriate and well-designed communication is a prime necessity (Morabito, 2013). The management will be keeping in mind that the utmost attention and security rate is provided to the setup of communication. The company will, therefore, be utilizing mobile and computer communication supported by Wi-Fi, Bluetooth admission and numerous wirelesses program division admission that will mainly be featuring WAN transactions.

Personnel Needs

The company will be outsourcing the system for both hardware and software given that it creates more cost efficiency. Always Fresh Company will mainly be dependent on the programming and organization equipment from IBM in dealing with the involved database. In addition, this will also offer coordinated effort for machinery that will create organizational transparency and easy data access and assets when required. In that, the personnel will have maximum data access in all the company’s servers as a form of creating efficiency and effective operations (Morabito, 2013).

Management and Organization

Key management and Employees

The primary management in regard to Always Fresh Company is the President, Marketing Manager, Supervisor/ Controller, Operations Manager, Human Resources Manager and Comptroller. The president is the overseer of the entire company and therefore holds the highest authority (Passerini, El, & Patten, 2012). The interaction of the president mainly occur with the leaders of other managing positions and plays part in reviewing their roles. The VP marketing plays part in the general manager of marketing operations and plans who is assisted by a designer and director. The sales VP leads a number of sales persons and Operation’s VP leads technical administrators. Immediately after VP HR, there is a training manager while below the Comptroller there is the company’s accountant and purchasing directors (Passerini, El, & Patten, 2012).

Board Members and Advisors

The company’s board members are inclusive of the president and the Vice presidents from the dissimilar departments under the president’s control. These include VPs in marketing, sales, operations, HR, and Comptroller. The VPs are the major director of every director to whom any operative reports are given and also they provide advice to those beneath (Passerini, El, & Patten, 2012).

Management Structure and Style

Always Fresh Company will be operating under a hierarchical structure on the ground of authority and responsibility where the president is characterized by the utmost power and responsibility followed by the VPs from all the different company’s departments which are under his direct supervision and can interact with the company’s head at ease given that they are obligated to report to him (Vecchi, 2017). The different departments in the organizations are not supposed to interact with one another given that it is the forerunners that have the flexibility of doing so, thus eliminating any form of confusion. In that, the VP for marketing will mainly be involved with advertising to create high awareness and familiarity of the company and its products as well as packaging growth with the assistance of the assisting marketing director and visuals designer. On the other hand, the sales VP will be involved in overseeing sales basically in regard to client communication and generally ensures that business is acquired by the corporation via the assistance of sales representatives (Vecchi, 2017). The comptroller is involved in searching for purchasing and accounting obligations which seek to safeguard records as well as reports in adequate nature (Vecchi, 2017). Contrary operations VP handles matters that are directly related to the investigation, manufacturing as well as products and services development. Shipping and distribution is an essential aspect of the business will mainly entail technical management (Vecchi, 2017). The Human resources VP collaborates with the training instructors where they are involved in handling personnel’s skills and training development for all the involved staffs (Vecchi, 2017).

Part 2 -Create an Ethics & Social Responsibility Plan

Social responsibility can best be categorized an ethical business outline and therefore it suggests that any company is obligated in operating in ways that benefit the greater society (Paetzold, 2010). In this context, social responsibility can best be described as an organizational duty that is performed in the quest of creating an equilibrium amid the economy and the surrounding (Paetzold, 2010). On the other hand business ethics involves the appropriate study of business related practices and policies in reference to probable provocative matters like discrimination, social responsibility, regulations and corporate governance (Brenkert & Beauchamp, 2010). The proper formulation of operating ethics along with social responsibility seeks to earn a positive reputation for the company thus enhancing its performance.

Ways to Ensure That the Company Is Committed To Being a Desirable Corporate Citizen

Always Fresh Company is fully committed in regard to being a desirable corporate citizen. The management believes that producing a reputation not only create a solid corporation but additionally increases the capability to selling products at any market, price and still being efficient. Being a desirable corporate citizen seeks to provide a company a reputation that is full of values that assist the company in different ways such as increased customer loyalty, enticing and holding staffs as well as enhancing life’s quality in the business’s operational areas (Brenkert & Beauchamp, 2010). Some of the ways that the company is omitted to in the quest of benefiting the society and acquiring the associated values include jobs creation, employee’s diversity, environmental consciousness and fair management. In that in order to help the areas around to develop as well as improve the society’s life’s superiority the company will mainly be employing persons from the local settings. In that, from the domestic market, there are individuals with the required skills and experiences which can help in growing the company. In addition, this will offer cheap and easily accessible labor. Discrimination will not be encouraged at any given cost as the employee's differences will be well accommodated by the company’s policies which will seek to encourage togetherness.

Always Fresh Firm is a social venture company that mainly seeks to achieve a social as well as economic objective. With the rising health, conscious individuals are mainly objected at ensuring that they consume health drinks and meals that seek to enhance health wellness. In this context, the company will be offering health drinks options that are both beneficial to health and seeks to conserve individual’s economic stability (Brenkert & Beauchamp, 2010). The company will, therefore, be fulfilling the social goal of creating health while it benefits from the growing demand for healthy and affordable non-alcoholic beverages.

The Impact of the Company’s Activities on the Environment and the Mitigating Steps

The manufacturing companies today, are categorized to being the major contributors to the general environmental pollution. Given that Always Fresh Company is among those forms it will be generating many wastes that might negatively affect the surrounding. The company will mainly be involved inappropriate disposal and the use of recyclable packaging that will seek to conserve the surrounding. In addition, the company will be releasing so much carbon which might contribute highly to global warming and thus it will mainly be utilizing electric fueled manufacturing machines thus avoiding the high consumption of fuel which is associated with high carbon emission. In the society today, everyone is particularly conscious in regard to what they consume in terms of food or even drinks because of the rising health issues (Paetzold, 2010).

The company is highly focused on protecting the environment at any given cost. In this context, some of the pressing issues that must be addressed in ensuring that the surrounding is not negatively impacted by its operations include packaging, bottles discarding and wealth utilization. In areas, with water scarcity, the company will be dependent on outsourcing as well as manual water wells without destroying the surrounding. In addition, the packaging will be a green one and disposal points for the recyclable bottles will be created as well.

Health Issues related to the Company’s Product

Always Fresh Company is involved in the production of beverages from natural ingredients. The product has several health benefits despite the fact that the selection sort to create an appealing healthy visual in the consumer’s mind. Given that the product has no preservatives it will seek to enhance body wellness in regard to health. The drink will act as an energy boost that keeps the mind and body active throughout the day thus promoting body responsive. In ensuring that the positive claim in regard to the benefits of taking fresh and natural drinks will be enhanced through the provision of superior products. In addition, the quality should be matched with the advertisement aspects to create trust (Fernando, 2010). Any negative issues that might arise due to distribution, packaging, manufacturing of supply issues will be addressed by using a quality leading strategy that seeks to uphold quality and consumer’s satisfaction.

Negative Health Impacts on Certain Populace Segments

Health positive and undesirable products effects should be assessed always (Fernando, 2012). The company will be providing products that not only seeks to create wellness but also appropriate for any segment. In that, there are several flavors that will be developed to suit the general needs of all the segments. In regard to advertising, targeting and distribution the company will operate strategically. In that, the advertising will mainly seek to attract those that are health and economic conscious involving healthy children. However, caution will be delivered in regard to ailing or the pregnant populace as there are no guaranteed evaluations on its ability. The distribution will, therefore, occur within the targeted locations where the suitable populace is located.

References

Brenkert, G. G., & Beauchamp, T. L. (2010). The Oxford handbook of business ethics. Oxford: Oxford University Press.

Fernando, A. C. (2010). Business ethics and corporate governance. Delhi: Dorling Kindersley (India), licensees of Pearson Education in South Asia.

Fernando, A. C. (2012). Corporate Governance: Principles, Policies and Practices. S.L.: Pearson Education India.

Morabito, V. (2013). Business Technology Organization: Managing Digital Information Technology for Value Creation - The SIGMA Approach. (Business technology organization.) Berlin, Heidelberg: Springer.

Paetzold, K. (2010). Corporate social responsibility (CSR): An international marketing approach. Hamburg: Diplomica Verl.

Passerini, K., El, T. A., & Patten, K. (2012). Information technology for small business: Managing the digital enterprise. New York, NY: Springer.

Vecchi, A. (2017). Advanced Fashion Technology and Operations Management. IGI Global.

West, D. C., Ford, J. B., & Ibrahim, E. (2010). Strategic marketing: Creating competitive advantage. Oxford: Oxford University Press.

Substance Abuse in the Workplace

Imperial Oil policy on substance abuse

 Imperial Oil is a Canadian firm that deals with petroleum products and it is the second largest integrated oil firm in the country. It is an integrated energy firm that whose operations include exploring for, producing and refining oil products that are important to the society and markets them. The firm explores for gas and oil, makes and sells high quality products, engages in innovative research and hence, caters for the energy needs in the society (Imperial Oil, n.d). In its upstream business, the firm contributes towards reliable and affordable gas and oil supplies for the local market. This company is committed to the safety and health of its employees, the general public and the environment in which it operates.  In this sense, the company makes any reasonable endeavor to reduce risks related to its operations by ensuring that it provides a workplace that is healthy, productive and safe(Imperial Oil, 2015).  

Substance abuse normally has major effects on making an organization’s environment unsuitable workplace for employees and reducing their morale and hence, productivity. Alcohol and drug abuse can lead to increased instance of accidents, injuries and fatalities resulting from various side effects including poor judgment, lack of concentration and other related side effects.  Imperial Oil company management recognizes and understands that using illicit drugs, inappropriate consumption of alcohol and other substances like medications can adversely affect the well being and safety of all employees, the general public and even the environment (Imperial Oil, 2015). Hence, the firm has embarked in developing a policy on drug and alcohol abuse at the workplace. An effective policy on substance abuse should focus on the prevention measures, treatment and rehabilitation of addicts of substance abuse at their workplace (Burke, 2016). The policy on substance abuse adopted by Imperial Oil company can analysed on the basis of various criteria which defines and effective policy on the same. The various aspects that should be addressed by the policy include; the organization has commitment on the protection and safety of its employees, their wellbeing (Burke, 2016). This should extend to the well being and safety of any other person who may come into contact with the workplace, any property and the use of the products and services being provided in the market. The policy of the company clearly highlights this aspect and the policy is based on the premise that the firm is fully aware of the substance abuse problem and that it may exist in its workforce. The policy therefore, highlights the reason for its adoption including the impacts the drug and alcohol abuse issue it can have on the health and safety of the workplace.  The policy also highlights the fact that there is a distinction between casual alcohol consumption and drug use and the consumption resulting from addiction to the substance or in case of medical issues, over dependence on medications as drugs (Imperial Oil, 2015). Prevention is clearly outlined since the policy highlights what kinds of ethics are expected from the employees.  All employees are expected to remain free of drugs that can affect their judgment since this may results to dangerous outcomes especially injuries and other fatalities not only for employees but other people who may come into contact with products being provided to the market (Imperial Oil, 2015).  This shows the commitment of the firm to the well being of all persons at the workplace and general public that forms the market of its products.

Another criterion that an effective policy should consider is the fact that abuse of drugs and alcohol poses a significant and direct threat to the achievement of the company’s goal. This is by ensuring that the workplace is substance free and hence encourage an environment for high productivity of employees (Burke, 2016). The goal of the firm is to carry out business operations in manner that is socially, economically and environmentally responsible and at the same time drive a long-term value that is superior (Imperial Oil, n.d). The achievement of this goal can be derailed by the issue of drug and alcohol abuse since it makes the workplace unsuitable and unfavorable for working. In this regard, one major goal of the policy adopted by Imperial Oil is to create an environment that is safe for work while reducing risks of mistakes and incidents that can be brought about by drug and alcohol consumption (Imperial Oil, 2015).  Substance abuse can reduce the keenness and productivity of employees and this can lead to production of products that are of low quality, not economically, socially and environmentally appropriate. This will be against the goal and values listed by the company. A failure to enhance a drug and alcohol free working environment will reduce the employees’ morale and productivity and even expose them to risks and incidents which are detrimental to the achievement of the goal set. 

 In addition, an effective policy should strictly prohibit the possession, illicit use and distribution of any drugs or substance that are intoxicating or lead to addiction among the employee. This includes placing control measures that will ensure that the objective is achieved.  The policy provides for confidential assessment through an EAP (Employee Assistance Program) and even the health centers whose operations are under occupational health department (Imperial Oil, 2015). This shows good effort employed by the firm in ensuring that the work place is a substance abuse free zone. In addition, enough attention has been placed on the possession and distribution of drugs and other substance at the workplace. The policy includes include a workplace code of conduct that out rightly prohibits possession, distribution and dispensation of any controlled substance at any given time and during the working hours. The employees should expected to report at their workplace without the possession of illegal drugs and also refrain from selling them to others while in the premises of the company or during the discharge of their duties (Imperial Oil, 2015). This is an important starting point in prevention of drug proliferation in the work place and in providing conducive working environment. The employees should also be expected to abide by this code and even notify their senior of any drug related incidents.  An individualized assessment is done among all the employees to find out whether there are cases of substance dependence. In fact, this testing is mandatory for all employees, for drugs and alcohol, and this may be carried out periodically or randomly to ensure that the policy and code of conduct are adhered to (Imperial Oil, 2015). With such a policy and implementation strategy, it becomes possible for the company to ensure there is no drug possession and even selling or distribution within its premises and this enhances the workplace environment and employees productivity.

Moreover, a substance abuse policy adopted by an organization should embrace the need for rehabilitating employees who have become addicted to or handicapped by alcohol and drug (Ashton, 2012).  Drug and alcohol addiction is present in all levels of the society and it is not uncommon to fund several workers who are battling this problem.  An organization should offer a program for assisting employees through human resource division or other third-party agents. However, the pitfalls of handling workplace addiction as a protected disability are quite many and organization should exercise extra caution.  It would be impossible for employers to wash their hands of the workers battling this problem but have to accommodate their disability (Ashton, 2012).

 The policy of Imperial Oil includes a provision for Employee Assistance Program. Through this program, any employee who think that they have substance dependence or abuse problem are able to seek advice and then follow the right treatment immediately before their job performance and productivity is affected or the policy is violated. To encourage employee participation, those individuals struggling with the issue cannot face discipline measures if they request help of the program to overcome or because they have taken part in the rehabilitation effort. In addition, the policy provides for all individuals who have undergone primary treatment successfully to take part in an aftercare program that is structured to maintain their recovery (Imperial Oil, 2015).  Such a provision in the policy places the firm in a better place to be socially responsible by ensuring that all employees struggling from substance abuse issues are taken care of until they recover fully. However, the provisions in the policy must be under a limitation to enhance employees’ accountability and responsibility over their well being.  Employees who fail to disclose their addiction problems should not be exempted from the disciplinary measures, and this will ensure that all employees become responsible for their own safety, health and general well being. This is for the sake of the well-being of the organization and that of its employees.

 The an effective policy should provides for way through which employees who are undergoing treatment or have completed their treatment should be re-integrated into the workforce(Ashton, 2012). The Imperial Oil policy provides for a way in which the recovering employees can be placed in various work stations and allocation of duties to them. The individual is assessed by a health professional and with the employee’s permission, and medical limitations on work are then communicated to the management.   The management then places the employee’s safety-sensitive positions and following various determined conclusion.  After rehabilitation, employees are placed in positions that require rotation or hold temporary ones until they fully recover.  In those positions, the employees are responsible for managing their impairments by using legitimate medications and consulting personal physicians (Imperial Oil, 2015). This policy ensures that employees who have fully recovered are integrated into the workplace and carry on their lives normally.

Conclusion

Substance abuse at the workplace has major effects on productivity of organizations and the health and well being of the workforce which informs companies to come up with relevant policies. The Imperial Oil Company has adopted a substance abuse policy with main objectives being providing safe working environment through preventing risks related to alcohol and drug abuse and assisting handicapped persons through Employee Assistance Program. The policy passes the outline criteria making it effective.

Reference

Imperial Oil, (2015). Standards of Business Conduct. Retrieved from: https://hr.exxonmobil.com/Canada-English/HR/Files/Standards_of_Business_Conduct.pdf

Burke, R. J. (2016). The fulfilling workplace: the organization's role in achieving individual and organizational health. Routledge.

Imperial Oil, (n.d). Company overview. Retrieved from: http://www.imperialoil.ca/en-ca/company/about/company-overview/company-overview

56-59

Complementary Partners

Introduction

Leadership plays an integral role within an organization in creating efficiency in all the given operations. Effective leadership is therefore essential in directing and shaping those that are being led. While working as teams the members should possess traits that complement each other in ensuring that the weaknesses and strengthens are fully balanced (Gujral, 2013). This is because despite the fact that as a leader one must be characterized by some weaknesses efficiency is a must. Leadership is a complex concept which needs the complement of partners in different ways given that it is not only about directing but also making reliable and dependable decisions (Gujral, 2013). The continuing changes within the business surrounding are the major contributions for creating effective teams. In this case, holding a workshop in regards to leadership is not any different since efficiency is needed while guiding and shaping the followers.

Partner’s Essential Strengths

Good Communicator

My partner should have several strengths in order to facilitate the objective of being effective. In that to begin with, he should have good communication abilities. It is absolutely impossible to be an effective leader without possessing good communicating skills. In this context, good communication does not necessarily refer to being the best talker but being good in delivering context (Gujral, 2013). As a leader, one must be able to fit in the different communication needs and quickly adapt to the communication changes. The partner should, therefore, be effective both in verbal and non-oral communication in creating trustworthiness.

Dependability

In addition, the partner must demonstrate dependability. Trust can never be created without the presence of being reliable. In that, one should be highly committed and compulsive which results in carefulness when interacting with others. In general, one should be highly protective of their reputation and truthfulness and specifically cautious when settling for particular decisions and actions (Gujral, 2013).

Confident and Tough-Minded

More so, the partner should be tough-minded and confident. Without confidence leading tends to be particularly challenging. Composure and resiliency are among the most usual traits that are possessed by leaders (Linzey & Pierce, 2015). These leaders tend to be specifically free from all guilt senses and necessitates little or even zero endorsements. This means that security is mainly generated by being free from the previous mistakes as well as failures (Linzey & Pierce, 2015).

Enthusiastic and Emotional Stability

Lastly, the partner should be emotionally stable and enthusiastic. Leaders are normally perceived to be active, directive and focused. This means that one should be open to changes and possess positivity in general. Emotional stability can best be described as the general capability of tolerating disappointments meaning that emotional maturity is a necessity in facing any challenge to be faced in operation (Linzey & Pierce, 2015).

How My Partner’s Strengths Would Complement My Strengths

The general partnership amid me and my partner is a clear demonstration of the efficiency or abilities of the collective operation. In this context, a complementary partner refers to the individual that fits within the other’s weaknesses and vice versa. Possessing the same strengths would imply that we are equal and therefore, leaving gaps in leading as there is no one to boost the faults. It is therefore essential to differ but at the same time be complementary (Northouse, 2010).

My partners chosen strengths are capable of complementing with my own as they will be able to create a greater connection with the target audience in different modes. In that demonstrating enthusiasm will not only gather the audience’s attention but also motivate them to participate. In addition, the capability to talk and interact with the social networks confidently will seek to keep the audiences more interested in the given operation. Being tough minded and confident will be useful in making the most accurate decisions. This is because trustworthiness is essential in building better relationships (Northouse, 2010). Despite being a dependable, good communicator and the decisive person my fault is that I am a participative rather than an authoritative leader which implies that this weakness will be covered.

On the other hand, communication is essential and both of us should be owning it given that it is a necessity. This will not only help in creating a smooth flow but also in creating connections with the larger audience which will ultimately contribute to the general understanding and achievement of the intended objectives (Northouse, 2010).

Leadership Points: Participative and Competent

Leadership is beyond management and therefore, it does not only involve directing and ensuring that individual’s behaviors are shaped. Leadership is a concept that is complex and rather than being authoritative leaders should participate in building what they advocate not by words but practical actions (Northouse, 2010). It is true that today, followers are not only looking for what has communicated but the actions that their leaders take in ensuring that efficiency is created. Being participate is an essential leadership trait today, based on the rapid transformations within the work and leading surrounding today (Northouse, 2010). Participative is a form of enhancing democracy in general. In that, it does not mean that efficiency is only acquired when a leader is strict and commanding rather leadership entails building relations and understanding with the larger audience at all the times which determines their success. Therefore every leader should be fair and advocate for democracy through active interactions with the respective followers to create trust, confidence, and dependability which is a form of motivation.

On the other hand, leadership is all about competence. One can never lead without the necessary skills and capabilities to guide and shape those being lead (Linzey & Pierce, 2015). In that leading necessitate certain skills that are directly related to making not only appropriate but sound decisions. Competence helps in managing any arising disputes, communicate effectively as well as manage operations. This, therefore, demonstrates the need for being an effective leader (Linzey & Pierce, 2015). All the strengths and capabilities of a leader are accounted as competence and therefore every leader should seek to acquire continuous skills development to keep up with changes and to effectively interact, guide and shape the followers to fit within the necessary framework.

Leadership Traits That Can Assist In Managing Conflict and Improve Communication in an Organization

Interpersonal and Decisive Skills

Conflict is a thing that cannot be avoided within all the organization given that it can arise in every sector where more than a single individual is involved (Bercovitch & Jackson, 2009). Therefore, the capability to resolve conflict and improve communication within an organization is crucial for every leader in lowering the stress levels. Interpersonal skills can best be described as the general capability of an individual to interact freely with others while still ensuring that the given tasks are fully completed (Bercovitch & Jackson, 2009).  In this context interpersonal skills normally incorporates every aspect that includes effective communication and good listening capabilities.

Good relational capabilities are highly required for leaders in every situation. Good connections in relation to conflict imply that the leader is able to actively relate, communicate and listen to the individual's grievances (Raines, 2013). Being an active listener helps in avoiding biases which might intensify the existing issues. Decisive skills refer to the capability to make accurate as well as reliable decisions that consider the needs of everyone. This seeks to promote equableness and good relations which in turn lowers the general conflict rate within the organization and enhances communication in general (Raines, 2013).

Conclusion

Effective leadership necessitates the collaboration of partners with complementary skills to cover for their weaknesses while enhancing their capabilities. Communication and sound decision is among the needed skills in being effective leaders. Leadership does not only involve the general ability to direct individuals but also shaping and creating efficiency while improving relations among those that are involved. Effective teamwork requires complementary abilities in ensuring that all the objectives are achieved.

References

Bercovitch, J., & Jackson, R. (2009). Conflict resolution in the twenty-first century: Principles, methods, and approaches. Ann Arbor: University of Michigan Press.

Gujral, G. S. (2013). Leadership qualities for effective leaders. Vij Book Ltd.

Linzey, J. F., & Pierce, D. (2015). Moral leadership: The 9 leadership traits. Oregon Resource Publication.

Northouse, P. G. (2010). Leadership: Theory and practice. Thousand Oaks: Sage Publications.

Raines, S. (2013). Conflict management for managers: Resolving workplace, client, and policy disputes. San Francisco: Jossey-Bass.

 Career Planning and Development

Spartex Inc. is planning to open an auxiliary office at a local region in Texas, which is, in particular, an effective approach to enhance market diversification of our business operations. The company is for that reason bringing out some vacant positions to be filled after the official opening of its new office.  Its apprehension is to incorporate the most excellent and brightest employees in the innovative office with the potential to enhance the accomplishment of this diversification approach. A recruitment process will hence be put into practice to make sure the company hires the desired group of employees for the new positions.  Importantly, the company is guaranteeing a fair and transparent recruitment process to all job applicants. The process will be conducted in agreement with different principals such as legal statues that often affect the selection and hiring of employees.

Legal statue

The selection, hiring, and interviewing employees is underlined as one of the sophisticated practices in an organization given that it is governed by a range of significant legal statues. The primary reasons for legal statues stress the mostly accepted fact that organizations register a low turnover rate of potential employees hence the need for compliance. Consequently, the major constitutional laws emphasize on the illegalization of employment discrimination declaring that the encompassed laws limit employers from engaging their personal views or interests during the selection and hiring processes. The laws considerably deter companies from valuing of job applicants by their immutable characteristics such as race, religion, gender, national origin, age, and also disability status. Employment laws criticize any form of illegal bias throughout the stages of hiring process hence this organization gives job applicants the mandate to report elements of partiality to respective governing bodies for legal action.

However, employment bylaws limit employers as well as personnel involved in recruitment processes from violating the major rules whatsoever. For instance, companies are restricted from going against the “Title VII of the Civil Rights Act of 1964” that in particular puts a stop to either employing of more women than men or employment of men more than females but fails to prevent unfairness relating to variables such as marital status and sexual orientation. As a result, work governing bodies limits organizations from entertaining misusing the weaknesses portrayed by the law above to make unethical decisions (Cripe & Pearlman, 2005). 

Affirmative action is an exception that highly causes a lot of complexity in the recruitment processes. In opposition to the laws that prevent any senses of discrimination, affirmative action encourages employers to accomplish their bias agendas on a limited basis. Organizations apply affirmative action to employ personnel on factors such as race, religion, and sex in regards to the job description (Truesdell, 2003). It is important to note that sufficient evidence needs to be presented before implementing affirmative action.

Key Positions

The company publicizes three basic positions to be filled in the new office to ensure a successful start of its principal operations within its region of business. The areas include the Office Manager, Bookkeeper, and Receptionist.

Office Manager

Job applicants for this position are expected to define their expertise in different administration fields since their major goal will be to enhance the operational success of our new office. For instance, job applicants should enfold their capabilities to direct the human resource departments and work as a purchasing agent with the company’s salespeople and other vendors. In the main, the position highlights the responsibility to supervise any other business practice that is not included in the production process meaning the needed employee should as well show his or her marketing expertise. This a full-time position hence the employee will be expected to work through the official working hours (8:30 am to 5 Pm) and days (Monday through Friday).

Education and Experience

Employee applicants for the position should be holders of diploma or certificate IV in business administration from a recognized institution. Also, the required employee for this post ought to have at any rate of three two years experience in a similar occupation with related administration tasks in a successful business marketing organization.

Bookkeeper

The employee in this position is responsible for all financial needs in the organization. The representative is required to manage and formulate the start-up funds and also ensure efficient movement of revenue inflow and cash outflow in the office. The position is necessitated to enhance the formulation of budgetary decisions in accord with the organizational goals to facilitate effective marketing of its services. The bookkeeper will be keeping track of the business proceedings by providing consistent financial reports in regards to the company's sales around the state. Besides, the employee in this position will often be consulted by the office manager when making an accounting decision and financial plans (Heintz & Parry, 2016). This is a part-time position from which the employee will be working for not less than twenty hours in a week.

Education and Experience

Education

The company requires an employee with at least a certificate with a particular class from a business institution covering different fields of accounting and finance including inventory adjustments and error collection.

Experience

The minimum entry-level for the bookkeeping is utmost two years in a similar task in any organization within the country.

Receptionist

The receptionist is the front line representative of the office who plays a significant role in establishing the company's reputation in the community as a whole. The position is of importance to ensure effective communication between customers and the community. Some of the primary tasks of the receptionist include the management of all communication channels including phone calls and office mails. On the other hand, receptionist works in correlation with the office manager to make a sure efficient flow of tasks in the office.

Qualifications and Experience

Potential candidates for this position are required to define sufficient skills in public relation such as phone, listening, Microsoft office and verbal communication skills. Applicants should as well have at least a one year experience from a business organization with commendable skills in supply management and customer focused capabilities.

Selection Devices

There are a variety of selection devices that will be used to minimize errors encompassed in the determination of job applicants. The following are the commonly used selection devices;

The Interview

Strengths

Interviews are well organized and structured which eliminates chances for complications. For instance, the process of planning an interview involves the identification of the key areas that an interviewer is limited to assess from an applicant and in consequence increasing its validity (Robbins et al. 2014). Additionally, interviews are consistent given that they use common questioning techniques from one to another hence increasing the predictability capability.

Weakness

Interviews are often prone to senses of unfairness when poorly structured hence an organization must incorporate a variety of strategic measure to ensure its success.

Application Form

Strengths

They provide an organization with an applicant’s biographical data which boosts the validity of performance measures. Application forms are as well effective in the determination of an employee from various groups of job applicants due to their capability to define job relatedness (Robbins et al. 2014).

Weaknesses

Creation and maintenance of application forms are expensive and also include a lot of complexity especially in the weighing of item applications.

Written tests

Strengths

Intelligence tests are effective in the determination of the potential candidates for top employment positions such as supervisory positions. On the other hand, written tests appear in different forms including perceptual accuracy and intellectual ability tests which can be used to predict the best candidates for lower classed job positions (Robbins et al. 2014).

Weaknesses

Written tests do not guarantee the selection validity since the tested characteristics in an applicant can easily be withdrawn from the practical practices in an organization.

Performance-Simulation Tests

Strengths

They avail job relatedness since they are dependent on data involving job analysis. They are effective predictors of job performance since they emphasize on the exposure of applicants to practical work under observation. Additionally, they highly deter senses of employment discrimination since applicants are valued in regards to their familiarity with job content (Robbins et al. 2013).

Weakness

They are expensive to establish since they involve a variety of methods meant to evaluate job content.

Integrity

The nature of the defined positions discourages the use of integrity tests whatsoever hence job applicants are informed to not accept any form of the test in the selection process. The elimination of tests is based on the fact that the underlined positions do not exemplify the management of controlled substances neither does the positions ask for the provision of security services.

References

Heintz, A. J & Parry, W. P. (2016). College Accounting, Chapters 1-15. Cengage Learning

Robbins, S., De Cenzo, D., Coulter, M & Woods, M. (2013). Management: the Essentials.           Pearson Higher Education AU

Robbins, S., Bergman, R., Stagg, I., & Coulter, M. (2014). Management VS. Sydney: Pearson      Education Australia.

Cripe, C. A., & Pearlman, M. G. (2005). Legal aspects of corrections management. Sudbury,       Mass: Jones and Bartlett Publishers.

Truesdell, W. H. (2003). Secrets of affirmative action compliance. Walnut Creek, CA:      Management Advantage.

LEADERSHIP STYLE

In course of team , my leadership style has develop or developing to be a democratic one  which I have observed in the few leadership positions I have held and while associating with various groups. I have found myself relying on the input of other people in the team to make decisions in many times since such people have been active participants in the various activities being carried out.  This has coincided with the Style 3 leadership style that involves a lot participation and consultation. Participating or consulting leaders place their focus their attention relationships so that they work team members and the decision making roles are shared (Hersey, Blanchard, & Johnson, 2013). I have always liked when other people have informed about the matters that affect them and take part in finding solution for any given problem. This is because people are likely to be more committed to implementing decisions in which they took part in making.

 The democratic style of leadership always offers opportunities to followers to experience a sense of personal appreciation and growth. By providing an environment that encourages team building and collaboration, interpersonal relationship can easily be achieved (Hersey, Blanchard, & Johnson, 2013). The interpersonal relationship is of great value to me since it helps in bring everyone on board and making every feel encouraged to take up a role in decision making. This way, I experience less resistance or opposition while implementing the decisions that have already been made since every ones owns the actions and consequences that may arise.

Since I value adaptation and flexibility in any given environment, I find it necessary to offer guidance in accordance to the prevailing situation or environment. I find the openness and collegiality afforded by this style quite pleasing especially when there is work that is needed to be done by a team. In such a setting, there is free movement of ideas among the group which can then be discussed in open manner. In addition, it is very possible to adapt to particular situation and hence, encourage decision making to be done that will fit that situation.   The situational theory highlights successful leaders as those who are able to adapt to a given situation, the people being led and the kind of tasks to be carried out. That way, more less attention is placed on some tasks and more or less stress on building interpersonal relationships with followers (Hersey, Blanchard, & Johnson, 2013).

In addition, I am highly task oriented and effective completion of tasks is usually among one of my major goal while performing any tasks. This depends on what job is expected to be done by the group and the circumstances under which the involved tasks are to be done. This aligns with my desire not to imposes decision on people who will be unwillingly to implement it especially such a decision is likely to affect them. This highlights the need for teamwork, which is necessary for the completion of complex tasks which would be impossible to finish individually. However, I have always faced some complex interactions while trying to harmonize the activities and efforts of all members so as to focus on a single goal. The development of this style has been informed by the need to have teamwork, but there have been challenges when time is limited.

References

Hersey, P., Blanchard, K. H., & Johnson, D. E. (2013). Management of organizational behaviour: Leading human resources. Pearson.

Article Review: Career Development in Cross-Cultural Environment

            Introduction

The article ‘’Career development in the Cross-cultural Environment’’ authored by Balciunaitiene, Barvydiene and Petkeviciute (2013) is mainly objected at discussing the inimitableness of career development as well as cultural competence within a cross cultural surrounding. With the rapid growth of globalization, career development has risen to be a rather significant matter due to the cultural diversity that it accommodates. The article is expository rather than being expressive and investigative in demonstrating the significance of understanding the multicultural surrounding today in the quest for achieving career growth.  Understanding the uniqueness of career development and communication abilities in a cross cultural surrounding is significant in pursuing career growth. Based on the article’s results it was demonstrated that cross-cultural communication development and competence can gradually raise the potent of career probability in a working surrounding that is characterized by several cultures.

In particular, the authors appeal to the need for corporations to understand the concept of globalization and its general relation to career development. Due to the economic changes are facing the business world today individuals in governments, corporations and firms are necessitated to develop the capability to regulate individual career in order to generate efficiency while working in multi-cultured teams. The article holds that most corporations are facing a mutual challenge on how to retain and gain the most suitable staffs in the quest of attaining success in a multi-cultured surrounding (Balciunaitiene, Barvydiene, and Petkeviciute, 2013). The article focuses on corporations within Lithuania where diversity management and career growth has now become a critical issue as corporations are seeking for established means to acquire market stability and a desirable corporate image.

Balciunaitiene, Barvydiene, and Petkeviciute (2013) point out that today corporations recognize that recruiting as well as retaining individuals has become one of the more challenging operations. The authors demonstrated that the thought of career development within a cross-cultural surrounding is usually associated with distinct, social, ethnic and communication skills.  However, despite the recognition for handling cultural diversity in today’s workplace, the main problem is that staffs are not very successful in reference to the personal careers based on the lack or inadequate communication capability. This, therefore, implies that cross-cultural communication capabilities development is crucial not just for the career growth of the involved employees but also on the achievement of results and efficiency for the organization.

The authors conclude the discussion with some varied success degrees in that they permit some discreet perceptive to fit into the base of their asserted arguments. The author's inferences that despite there being the need to address career development through multi-cultural communication in the quest of achieving business success there are a number of forces that act against the efforts of these companies. These issues include rapid economic changes, employee’s unwillingness, financial and knowledge constraints (Balciunaitiene, Barvydiene, and Petkeviciute, 2013). The fact that most of the organizations are still focused on attracting a larger market and chasing financial expansion rather than focusing on employees needs is relevant. In that most of the high staff, turnover is mainly fueled by the lack of satisfaction and the incapability to develop a favorable working surrounding that embraces cultural diversity and promotes career growth.

In conclusion, article ‘’Career Development in Cross-Cultural Environment’’ is associated to numerous merits by its ability to analyze the current business situation with accurate and reliable arguments. The authors’ takes a unique path that is case based but ensures that it incorporates a global perspective of the issue. The authors provide arguable claims which makes the article an authoritative one which offers a different perspective to its readers while generating fresh insights.

Reference

Balciunaitiene A., Barvydiene V., and Petkeviciute, N.  (2013). Career Development in Cross-Cultural Environment. Pp. 1- 11. http://dx.doi.org/10.7220/MOSR.1392.1142.2013.66.1. Pdf

Introduction

The roofing industry is one that has grown over time as it’s an important part of the construction department. It involves the outside part of the building's construction which provides shelter for the house or building that is under construction. This industry has always been associated with casual labourers who have not secured formal jobs but currently, it has become a career like any other that requires one to go to school and get the relevant skills that are required. Research has shown that employment in the roofing industry is estimated to rise by thirteen percent from the years 2013-2024 which is quite promising as compared to other careers. This research paper will particularly look into the careers in the roofing industry.

First and foremost, the roofing industry has the responsibility of providing quality materials that can be used in roofing and this normally dependent on the customers’ budget, material availability and the building under construction. The goal of this industry is to be a one-stop shop where one can get all the materials needed during the building of a structure and also provide information that can be useful to their customers as they look into buying their preferable roofing materials.

In this regard, communication and customer satisfaction are at its peak in the roofing industry. Communication is not only essential to the customers but also within the industry as well. The industry has implemented this quite well by ensuring that there are regular meetings with the employees where they can all have an overview of what is not working well and what needs to be improved, open policy where employees can freely approach management on issues that affect them and identification of a unique goal as this ensure that both the industry and its employees are in sync as they go about their daily activities (Eisenhauer, T, n.d.).  Customer satisfaction, on the other hand, is ensured by the industry when they provide quality materials that can be used for roofing and also good advice when needed by the customers as a guide to what affordable materials they should be looking for depending on their preference and the building that is being constructed.

Available Employment Positions

Branch Manager 

This is a very critical position, whereby the manager is supposed to recruit, retrain and coach a team of ground representatives. In addition, the branch manager is supposed to hold weekly sales meetings whereby the goals of the department will be discussed together with the field representatives. In addition, the manager is also supposed to analyse and arrange business model (Roofers, n.d.). Provide the sales teams with strategies of achieving sales targets in their specific areas of target. Finally, the manager should also monitor the progress of achieving the specific business model, as per the requirements of the company. The annual salary of a branch manager is $40,000-$200,000, and it is a full time employment.

Inside/Outside Sales      

Inside/Outside sales is a very important position in the company, as it allows the company to reach its customers in different ways. The inside and outside sales representatives are required to have a minimum of 5 years’ experience in the field of sales and marketing, and should also be holders of bachelor’s degree in sales and marketing (Roofers, n.d.). Their main task is to foster both internal and external communication with the employees, either through the website or through meeting the actual customers in the field and advising them. The agents are also supposed to meet daily sales targets, which should go hand in hand with the requirements of the company.

Warehouse Supervisor/ Employee   

A warehouse supervisor is mandated with the task of keeping records of all the activities taking place inside and outside the warehouse. This is also a critical position, and one is supposed to understand book keeping, thus being able to keep inventory of the activities taking place in the warehouse (Roofers, n.d.). The supervisor controls the storage and supply of building materials into and outside the warehouse, thus it is the responsibility of the supervisor to make sure that the operations in the warehouse take place in the right way.

This is an industry as mentioned above that keeps growing and the fact that it is a roofing industry it is not just restricted to roofing activities alone but rather there are other job positions that individuals can apply and get employment in this industry. The available job positions include laborers, project foreman, and manager, operators in charge of the equipment’s and machinery, metal sheet and masonry workers. All these job positions are very flexible and one may not be confined to a specific place but rather every day at the construction site is a great experience for everyone.

Therefore, just like any other industries, the employees need to possess certain relevant skills that will allow them to have a career in this field. The job qualifications require that the employee should have at least gone to school and acquired the very basic skills and have successfully excelled in mathematics, vocational training, and other mechanical capabilities. The responsibilities that they are tasked with include check for any problems with the roofs and ways to repair them, replacement of old and worn-out roofs, give roof measurements to determine the materials that are needed, installation of insulation layers or barriers needed for vapor, alignment of the materials with the roof’s edges, and cutting of the materials used for roofing so that they can fit appropriately around the vents (Roofers, n.d.).

Additionally, as much as one could have all job qualifications in terms of education and could also perform the outlined responsibilities, they need to be trained as well. Training is a very basic way of ensuring that they can apply the technical and written skills that they acquired while in school. It could also be training that can be given while the employee is on the job whereby the more experienced workers can give the new workers guidance on how to use the materials and equipment. During this training period, the new trainees are required to start with small tasks such as carrying materials and after the training, they can quickly advance to more complex tasks.

Besides the training that the roofers have to go through may also include a three-year apprenticeship schedule whereby they are required to have gone through 144 hours of technical orientation and another 2,000 hours of on the job program where they will be paid. Some of this apprenticeship programs are sponsored by construction agencies and departments that may include basic qualifications such as be eighteen years and above, have qualified in high school and be physically healthy to perform tasks.

Additionally, careers in the roofing industry are always available for the most part since there are replacements that are done when roofers leave and join other industries. Employment is always very high since repair and replacements of roofs is almost a full-time job as well as the installation of the roofs which is always in demand all year round. This makes the growth of jobs in this industry very high and that is why it continues to attract more and more employees who are seeking a full-time job. They just need to have certain skills such as balance since they work on high and steep places, physical strength and stamina.

This employee’s just like any other strive to advance in their jobs and not just get stuck on one position year after year. The roofing industry allows for advancements in the career as preferred by the workers. A laborer, for instance, may sharpen the skills that they already possess and become a foreman and later a manager in this industry. All this can only be achieved through experience which will allow one to sharpen their skills and expertise and become good at the job.

The expected salary will mostly depend on one's position in this industry. The comparison between this two facets is important for this context.  A foreman’s salary is definitely different from that of the manager and the salary of a new worker is usually in the 50-60 percent range of the salary that other workers who have a full training earn. Statistics have shown that in May 2015, the roofers’ annual salary was $36,720 and the lowest earners earned $24,560 while the highest earners got at least $62,180. The salary that they get is quite good and will depend on the employees’ current position in the company. The earnings that they get also increase as the tasks that they were given advance and become more complex.

Despite the good aspects of the roofing industry, there are current issues that have a negative impact on the industry. These issues are such as occupational fatalities which include a lot of injuries that are incurred on the job. The roofing industry entails working with dangerous equipment’s and also working on the very high ground. This puts the roofers at a very high risk of getting very serious injuries. According to Fredericks, T. K (2005), the roofing industry is among the industries that have a great problem in regards to injuries that occur as they go about their work. The solution to this problem is that they should have mechanisms in place that will ensure the safety of their workers. The industry also should ensure that the roofers are experienced so that they can employ the required measures needed at work.

The other issue is the lack of a work force that is experienced. This industry has always been associated with individuals who for instance are not learned and this would mean that the workforce that will be employed is not experienced and this would subsequently result in poor quality of work. An experienced roofer is required to understand the job prior to employment or they can also learn while on the job where they can be given tasks that are not that complex where they can advance as they improve their skills. Currently, a roofer needs to have certain requirements and certifications as mentioned above that allow them to be well equipped for the job and thus quality results.

Finally, communication is another issue that is being looked into and improved by the industry as they develop and progress. In the industry communication problems usually, stem from the fact that the employees cannot talk directly to the management about issues that affect them. The laborers at times don’t know when payments will be made due to poor communication in the workplace leading to issues such as strike and property distraction. I would recommend that the open policy is employed as mentioned above that ensures that management and the employees can interact positively and share ideas and other issues that affect them (Austin, J., Kessler, 1996).

Conclusion

In conclusion, a career in the roofing industry is very promising since constructions take place all year round and their expertise will be needed. The qualifications and rewards is good and account for most of the employed personnel. The roofers need to have certain job qualifications where they will be required to undertake certain responsibilities. Training, career advancements and current issues that affect the roofing industry are also issues that have been looked into exhaustively in this paper.

References

Austin, J., Kessler, M. L., Riccobono, J. E., & Bailey, J. S. (1996). Using feedback and reinforcement to improve the performance and safety of a roofing crew. Journal of Organizational Behavior Management, 16(2), 49-75.

Eisenhauer, T. (n.d.). 30 Smart Tips to Improve Workplace Communication. Retrieved July 23, 2017, from https://axerosolutions.com/blogs/timeisenhauer/pulse/210/30-smart-tips-to-improve-workplace-communication

Fredericks, T. K., Abudayyeh, O., Choi, S. D., Wiersma, M., & Charles, M. (2005). Occupational injuries and fatalities in the roofing contracting industry. Journal of Construction Engineering and Management, 131(11), 1233-1240.

Roofers. (n.d.). Retrieved July 23, 2017, from https://collegegrad.com/careers/roofers

Situation Leadership

This refers to an adaptive style of leadership and the theory holds that leadership is determined by every situation and no one style of leadership is the best. Tasks to be undertaken are different and every kind of task needs a separate style of leadership. One is considered a good leader if he or she is able to adapt their leadership to the various goals that have to be achieved. A successful leader is defined by some important aspects which includes setting goals, ability to taken on the responsibility, experience and education. For leadership style is important for the situation to be successful and also the maturity of the followers is also a critical factor. Situational leadership does not depend on a certain skill of the involved leader but he or she will adjust the management style so that it fits the organizational requirements (Hersey, Blanchard & Johnson, 2013). Therefore, adaptability is key to this kind of leadership since leaders should manage to change from one style to the other in order to meet the dynamic needs of a firm and its employees.

The style of leadership adopted stem from four fundamental behaviors which includes S-1 Telling, S-2 Selling, S-3 Participating and S-4 delegating. Telling leaders come up with decisions and communicate the same to followers, by creating various roles that should be expected by others. Selling leaders come up with roles or objectives but leave a room for opinions and suggestions of others. Participating leaders allow followers to make decisions even though they may take part in decision making process. Delegating leaders undertake the responsibility of teams while offering minimum direction to followers or help in finding solutions for the problems (Hersey, Blanchard & Johnson, 2013).

A major aspect of leadership is that leaders always exercise their power, and this power involves the ability of the leader to influence or induce the behavior of followers. Power is derived from above and not necessarily from the manager’s organizational office. Hence, a manager who holds a position in a firm may wield more or less position related power than a person occupying the same position in the organization. This relates to position power and is the degree to which those individuals to whom a manager report delegates their responsibility or authority downwards. The level of delegation by the upper management will depend on the amount of trust and confidence that is developed between them and the lower managers (Hersey, Blanchard & Johnson, 2013). The position power is normally delegated and hence can be taken back like the authority to make get things done being taken away from those to who it is delegated. Personal power is the other kind of power that is wielded in situational leadership. It refers to the degree to which followers hold respect, good feeling and commitment to their leaders and the extent to which they perceive their leaders as fulfilling their goals. In essence, it refers to the extent to which the followers are ready to follower their leader. In an organization, personal power is derived from followers and then flows up and this calls for caution when claiming that such power is inherent and the charisma of the leader. For any leader, the best situation is when they posses both position and personal power even though it may be impossible to build relationships on both (Hersey, Blanchard & Johnson, 2013).

 Learning and using organization symbols and language

Learning about the language and symbols of an organization would help in familiarizing with the culture which includes unwritten rules and shared values that help employees in adopting a rewarding and acceptable behavior. Symbols inform employees about the important individuals, the level of performance required by management and the type of behavior that is considered acceptable and appropriate. By using symbols such as incentives and awards, it is possible to communicate to employees the expectations placed on them by the management in terms of performance and hence the need to improve. Language in the organization can be used as way of identifying and uniting team members in different units and the entire organization.  Learning the language common to the organization’s culture serves as a proof that one accepts the culture and they are willing to assist in propagating and preserving it. Through this, the perception of the employee will be in favor of the administrator and he can use it as power to influence positive behavior in the firm.

Determining powerful people and getting to know them

 This involves getting to know the people who make decisions in the organization and establishing a strong relationship with them. A strong relationship with managers and senior people assists in building trust and creating a rapport by accomplishing administrative tasks effectively. This involves interacting with them frequently and considering them when making critical decisions that may affect performance.

Developing the power skills

This is the ability to influence others, which is a critical skill for a leader at every administration level.  To develop the influence skills, one needs style and substance which are based on credibility. This involves developing the art of various aspects including asserting ones ideas, convincing others that the ideas are rational and logical, and negotiation and building relationships.

References

Hersey, P., Blanchard, K. H., & Johnson, D. E. (2013). Management of organizational behaviour: Leading human resources. Pearson.

 Governance

Question: 1

This document focuses on the hierarchy of delegation of authority and roles in the governance process of ABC pension plan. The expansion of the fund has led to the creation of formal documentation process so that the objective of governance could effectively be achieved. For this purpose, the following governance system is proposed which is conditional to the acceptance of all the parties and stakeholders involved. Governance plays a fundamental role in establishing effective documented framework for financial management, investment management and programs for contributions and benefits. In the pension plan, the parties involved should meet the fiduciary obligation in order to achieve a cost-effective plan. An effective control mechanism for decision making is a key element in developing a better administration (CAPSA, 2004). Governance is important as it provides process and criteria for best practices.  The responsible parties have due diligence and accountability, and they are able to acknowledge and adhere to the fiduciary duty.

Board of Directors

            The board of directors is the highest and final authority to run and manage the pension plan. All the important decisions that are supposed to impact the fund in the longer duration could only be initiated after an approval by the board of directors. On the same note, the board of directors will play the role directing and supervising day-to-day administration as well as the internal plan. Board of directors  are expected to adhere to pension laws since they help in determining who is eligible for the benefit,  the chain of delegation and review  of the task (CAPSA, 2004). Thus, the board of directors has the power to approve the action and allow the pension committee to continue with the process in the pension plan.

The pension plan currently holds assets worth $25 million. All the decisions which may impact the firm greater than 17% of its total value or greater than 4.25 million could only be taken after an approval by the board. The board of directors has divided the objectives of the pension plan in three categories, Pension Management, Financing/Investment and Auditing & Compliance. To achieve these objectives, two sub committees would be created (Gold, 2005). The sub-committees are authorized to delegate its tasks to the following third parties. 

The Pension Committee 

            The pension committee is responsible for the following tasks.

• Recommendations with respect to design plan along with administration of the plan.
• Maintenance of the documents and regulatory compliance.
• Communicating with the members.
• Provide the committee members with necessary information for  best practices
• Set clear meeting agendas, goals and desired outcomes.
• Provide the pension committee members with learning opportunities to aid in making informed decisions and solving technical issues (CAPSA, 2004).

The pension committee could delegate its tasks to any third party firm for the tasks which majority of the committee recommends and is approved by the board of directors. At present time, the fund is administrated by Pensions R Us, an actuarial consulting firm. The pension committee would also be responsible to oversight the performance of the third party firm and periodically evaluate the performance (Munnell, 2006). If any lack is observed in performance as compared to other reputed firms of the state, the pension committee is responsible to recommend alternative name for third party administration.

Pension plan Administrator

 Pension plan administrator should perform the big task by following the direction of the pension committee. Note that the administrator has an oversight of the pension plan and is able to manage the pension fund.  The reason as to why this party plays the most important duty is because it develops a framework for internal control which is able to manage risk.  Since the pension plan governance is made by different parties, plan administrator is responsible for all tasks and he or she ensures that all tasks are performed through overseeing and administering (CAPSA, 2004).  Pension Plan Administrator plays a fundamental role in providing pension plan services to the agents and employees.  He or she is involved in administration and investment services and ensures efficiency in day-to-day operations. The administrator comes in touch with plan beneficiaries and ensures effective management functions. Administrators can act as a manager and have the obligation to set plan provisions, keep records, ensure that duties are done with respect to the standards and governing statute and implement of discretionary powers (CAPSA, 2004).

The Finance Committee

            The Finance committee is responsible for the following tasks.

• Selection and evaluation of the investment managers.
• Evaluation of the plan investments.
• Accounting disclosure
• Funding contributions
• To evaluate whether they are adequate funds
• Consider economic and demographic issues in administering funds
• Maintain the benefit security
• Evaluating and recommending the investment policy

The finance committee could delegate its tasks to any third party firm for the tasks which majority of the committee recommends and is approved by the board of directors. At present, the investment manager is Returns & Co. The finance committee would also be responsible to oversight the performance of the third party firm and periodically evaluate the performance. If any lack is observed in performance as compared to other reputed firms of the state, the pension committee is responsible to recommend alternative name for third party investment manager. Furthermore, the finance committee could also hire multiple investment managers.

 Internal control

 Even if the governance structure comprises the board of directors, the pension committee, the pension plan administrator and the financial committee, there must be an internal control which will ensure effective implementation of policies, management of funds and effective plan provision (Bergeron & Ronald, 1998). There should be internal control procedures which should contain responsibilities, recommendations and report formatting. To ensure that benefits are distributed fairly, procedures should guide the members and urge them to adhere to rules and regulations.

Generally, the governance structure and hierarchy of delegation of authority should be as follows;

• Approve action= Board of Directors
• Recommend action= Committee
• Report on action= Third party firm (Committee and internal control)
• Perform task= Third party firm (pension plan administrator).

Summary

            The above system of governance process has been designed on the basis of a number of important factors and reasons. Firstly, the proposed governance structure is inspired from an already existing and successful governance structure, which is called the corporate governance. For more than a century, the corporate governance has gone through various evolutions and development phases (Munnell, 2006). The current corporate governance system is the outcome of the experiences of more than a century. Hundreds of companies have successfully grown adopting the corporate governance structure. Due to its past success, the governance structure of pension plan has also been designed after inspiration from the corporate governance.

At the top of the hierarchy, there is the board of directors. The board of directors of the pension fund comprises the most important stakeholders that are responsible for the creation and termination of the board. These are the members who have a direct interest in the objectives of the plan and, therefore, are eligible to decide the long-term direction of the pension plan and important decision making (Munnell, 2006). Two committees are suggested because the main task of the pension plan could broadly be categorized in two major categories. Although one committee could also have been found to manage all the tasks, it was found suitable to divide the tasks and assign them to each committee which is solely responsible for its particular task.  The pension committee and the plan administer play a significant role in ensuring that duties pertaining to pension plan are met. Given that the committee sets important agendas and clear goals, the plan administrator enters in with discretionary power which improves the fiduciaries responsibilities. The roles of responsibilities played by the pension committee are mainly focused on best practices through developing clear mandates, resources and education (CAPSA, 2004).  On the other hand, the plan administrator provides the committees with regulatory requirement and governance practices necessary for the achievement of successful operation.  It also works with the financial committee to ensure that beneficiaries receive their benefits, prevent conflict and ensure transparency. To ensure effectiveness in all duties, internal control is a key element in ensuring that rules and regulations are adhered to (CAPSA, 2004).

The possible objections could arrive from the third parties. Previously no related clause existed that may allow any committee to evaluate the performance of the third party firm, and if any lack is observed in performance as compared to other reputed firms of the state, it may suggest alternative names. This clause might not be pleasant for the third party firms currently providing their services. They may argue that such a step may impact their integrity and long term association with the pension plan. However, it is important to suggest that every association with the plan should be based on performance. This is also in compliance with the objectives of the pension plan and important for its growth and long term survival.

References

Gold, J. (2005). Accounting/actuarial bias enables equity investment by defined benefit pension plans. North American Actuarial Journal, 9(3), 1-21.

Munnell, A. H. (2006). Employer-sponsored plans: The shift from defined benefit to defined. The Oxford Handbook of Pensions and Retirement Income, 359.

Canadian Assocition of Pension Supervisory Authorities (CAPSA).  (2004). PENSION PLAN GOVERNANCE GUIDELINES AND SELF-ASSESSMENT QUESTIONNAIRE.  

Bergeron J.M. Ronald. (1998). Guideline for Governance of Federally Regulated Pension Plans. The Office of the Superintendent of Financial Institutions.