Bus 310 Assignment 1 Organizational Analysis

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Unformatted text preview: continuously refused his request, but he refuses to accept no. Me: Richard’s behavior is unacceptable, and he will receive a a warning prohibiting him to sexually harass you. I thank you for reporting this issue; the organization has a zero tolerance concerning sexual harassment. We will take action to ensure this does not happen again. Nancy: I really that you for hearing my complaint and resolving this issue. PAGE 1 My conversation with Richard would probably go something like: Richard there has been a complaint that you are sexually harassing a co-worker by continually asking her out after she has repeatedly told you no. You are hereby notified that this is a serious matter which can be prosecuted in a court of law. This is an official warning to stop this behavior immediately, if this conflict continues the organization will take action. PAGE 2...
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2 Assignment # 1 – Comprehensive Case: “Bandag Automotive” 1. Given Bandag Auto’s size, and anything else you know about it, explain why and how the human resource management function should be reorganized. First of all, I would recommend that Bandag Automotive creates a new and separate Human Resources Unit. Once the new Human Resource Unit is created, Jim will no longer have direct HR responsibilities with the employees. In other words, everything will be handled through the new HR organization chart. The new HR manager will help formulate business strategies and policies and identify workforce requirements. Since, Jim’s father has a lot of experience with the company and has created an excellent relationship with the employees; he will be a good advisor for the new HR manager. The new HR manager will have these tasks: • Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. • Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. • Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes. • Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.

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