Answer each of the following questions, and no more than 1 single-spaced page for each question.
A few instructions:
- Please number your responses.
- More is often less. Please answer the questions, but don’t go on and on to show me how much you know. That will just be annoying.
- There are no perfect answers. I want to know what you think, not what I think.
- Reflect upon the videos you watched during “Movie Night” and describe how social movements influenced various attempted and enacted employment laws.
- As a search firm consultant, you are often asked to describe the range of pre-employment screening strategies and to comment the pros and cons of each approach. You have just received an email from a potential client who would like your perspective on this topic. How will you respond?
- You have been awarded a one-year contract with the Sierra Vista police department to hire 20 diverse officer candidates who will eligible for the police academy.” Given what you know about recruiting strategies and unconscious bias, how will you design your search and screening plan?
- Amy Pollard was an M.D. with multiple sclerosis who applied for a medical residency in the University of Wisconsin Psychiatry unit. Like all finalists, Dr. Pollard was offered a 45-minute interview with the admissions team. After considerable debate, the admissions team denied admission, stating (a) they were concerned how patients would react to Dr. Pollard; (b) they felt Dr. Pollard was in denial about her disability, and that this would affect her ability to treat patients; (c) Dr. Pollard would not be able to handle the stress on the job on account of her condition; (d)and that Dr. Pollard would require too much medical care to be able to satisfy the requirements of the job. Does this decision seem reasonable to you? What kind of recommendation would you have made had you served on this admissions committee?
- As the newly hired director of the Tucson Organic Food Cooperative (a made-up organization), you are committed to transforming the organizational culture. The former director was known for berating the staff, withholding information, and “shunning” those he believed to be eating fast food on the weekends. Before they hired you, the board of directors warned you, “Turnover is high and trust is low.” The 50 people in your organization work in gardens, sell at farmer’s markets, and provide educational outreach – and they can’t be effective if they don’t work together in a more productive manner. Knowing what you do about organizational culture and employee engagement, how would you make your organization a high-performing enterprise in which people express enthusiasm about their work and their colleagues?
According to Della and Mario (20), social movements are made up of individuals who join together to carry out, resist or undo a social change. For instance, social movements influence employment acts by influencing levels of employee satisfaction. These movements continuously fight for the rights of employees to ensure that they are satisfied in their areas of work, since satisfied employees yield better returns and live better lives. In addition, social movements influenced the fair labor laws, by engaging in campaigns on ensuring that employees are given reasonable tasks, and paid reasonably for the services that they offer. They also hold campaigns and forums to push for equal pay among people offering the same services and having the same level of qualifications as depicted in the film collection “National Consultation on Disabilty Rights”. The social movements conduct these activities to eliminate the inconsistencies that exist in employment sectors, which demoralize workers and lead to low productivity. Whenever workers at the same level of education and carrying out the same services are paid differently, poorly paid workers get demotivated; hence, they fail to deliver on their goals and objectives.
Moreover, social movements fight for the rights of people with disabilities in the employment sector, to ensure that they are given equal treatment as discussed by The University of Arizona (2014). For instance, the movement campaigns for employment of disabled people in institutions if these people have the required knowledge and skills. This helps in reducing the level of dependency among people with disabilities, and encourages other people with disabilities to get education to enable them acquire employment opportunities in the formal sectors, and improve their living standards (Center for Human Rights and Humanitarian Law 2014). Further, the movements play an important role in ensuring the rights of disabled people in the employment sector are taken care of by pushing for the provision of crucial facilities needed by the disabled. These facilities ensure that the disabled work in good environments, and ensure productivity. Such facilities include the Braille for the blind and special stairs for the crippled among others.
Further, the social movements influenced employment laws on employable age and age discrimination. The movements played a great role in increasing the minimum age of employment to protect the rights of children, who often were misused by their employers, by discriminating against them and paying them lesser than other workers do yet they carried out the same tasks Center for (Human Rights and Humanitarian Law 2014). Moreover, they championed for unemployment of under age children to ensure that children enjoyed their basic right to education. According to the film Human Rights and Humanitarian Law (2014) social movements contributed to employment laws by championing for pregnancy and family medical act. Initially, women in the working sector experienced challenges when they had pregnancies, but with the intervention of the social movements, women have access to an adequate duration for maternal leave.
In the recent past, social movements have successfully championed for paternal leave, to help the fathers take care of their young ones and families when a young one is born. In addition, social movements’ campaigns influence on the employment laws by campaigning for policies that ensure that ensure fair treatment of employees during termination. For instance, the movements champion for compensation of employees on their dismissal. This enables employees to have an income to depend on before they can acquire another job. Further, the movements played an important role in ensuring adequate compensation for employees who are dismissed from employment for incapacitation or other injuries that cannot allow them to continue working (Human Rights and Humanitarian Law 2014).
Nash and Samuel (10) postulates that pre-employment screening strategies are tools used to establish the suitability of a candidate for a given position in an organization. In the current world, it is necessary for every organization to develop a pre-employment screening strategy so that they can benefit from hiring the most productive staff, to offer the best services in the very competitive environment. Such strategies may include interviews, third party recruiters, job specific applications, use of social media, and running comprehensive background checks on the potential employees. Interviews are one of the most common screening strategies in most organizations. Use of interviews presents advantages such as allowing applicants to be honest with the information they give.
Moreover, they help the employer to find out additional information that may be relevant for the job but the applicant does not document it. Such information may include reactions to certain situations and character among others. In addition, interviews act as great tools to measure the applicant’s integrity and their level of reliability. However, if interviews are used as the only tools of screening, they may not give all the relevant information, and they may be misleading sometimes especially, where the client is not honest with information. Moreover, the employer may settle for incompetent candidates who may present themselves better at the interview, and leave out ideal candidates, who could perform the task better, but who lack confidence and good presentation skills. Finally, conducting interviews is an expensive process for companies, in terms of finance, and time.
In addition, an employer can use third party hiring companies who specialize in hiring staff on behalf of other companies. This method is suitable, as the hiring companies are specialized in establishing the best candidates for the jobs required. Further, it helps companies save on resources such as money and time used when conducting screening exercises on their own. In addition, this method has the benefit of eliminating unconscious bias in employment, which is highly demonstrated in strategies such as interviews. This is because the companies recruit people whom they will not deal with directly; hence, they eliminate bias as they only consider hiring the best candidates. However, this strategy involves drawbacks such as hiring people who do not match the exact skills required by the employers. This is because they do not operate similar businesses as the employing companies; hence, they may not understand the exact needs of the company.
Further, companies may use comprehensive background checks on the applicants. These checks are necessary as they enable the employer to determine the suitability of the candidate based on the previous experience. Further, they enable the employer determine the integrity, transparency, and the trustworthiness of the client. However, this strategy cannot be used alone; as it only tests the candidate’s past experience and verifies that the information presented by the candidate through interviews or application letters is true. Moreover, companies may use specific job application strategies to screen applicants. According to The University of Arizona (2014), these strategies help the employer to select the best candidate, as the candidate expresses their competence at certain skills. However, these strategies cannot be used alone, as they cannot give adequate comprehensive information on the candidate. Finally, use of social media is the current screening strategy, which is cheap to use to determine aspects such as character, among others. However, this approach is not suitable as some candidates may not use social media, and the platform may not give all the information regarding a potential candidate.
The Sierra Vista police department is respected for giving the best policing services to the citizens. This is attributed to the high quality as personnel, who include officers from diverse backgrounds. Hence, I should maintain the same standard by hiring competent officers of diverse4 backgrounds. For the search and hiring process to be transparent and ensure the selection of the best candidates, I will appoint a committee of ten members to facilitate and oversee the hiring process. They will be in charge of interviewing the candidates and analyzing the results for the candidates to establish the best. The involvement of a committee of many members is necessary to eliminate the possibility of unconscious bias, that arises when one or a few people are involved in the selection process.
The hiring process will begin with the search for the best candidates. The strategies for searching for secret candidates will include, advertising for application through newspapers, social media, the use of Sierra Vista police department website, government offices, and use of college and college placement firms to announce to the potential candidates on the available vacancies so that they can apply. The advisement through various channels is to ensure that the message on the availability of vacancies reach as many potential applicants as possible as discussed by The University of Arizona (2014). This will facilitate application by the best candidates, hence the chances of getting the best, and more talented candidates will be higher. Once the applicants submit their applications, a hiring committee will establish the best candidates for further screening so that we can emerge with the best candidates. Out of the total of applications, one hundred applicants will be selected for further screening. The initial screening will consist of applicants with good academic records, suitable age, and the necessary basic skills selected.
The one hundred applicants will then be called for medical tests, and physical exercises to determine their suitability in the police service. The police service involves a lot of physical work; hence, those joining the service should be healthy and physically fit. Therefore, entry to the service requires that the entrants are strong enough to start and complete the training exercise, and graduate to be strong and deserving police personnel. From the screening on medical and physical fitness, fifty candidates will be selected for interviewing on their integrity, confidence, and reliability among other characteristics that are required among police personnel. The fifty candidates will be presented to a panel that will interview each to ascertain that the ideal candidates are trainable, and bear all the required characteristics to join the Sierra Police department. Further, the fifty candidates will, be engaged in comprehensive background checks, to determine their reliability in the police service. This is because these checks will involve determining whether the candidate s have ever engaged in criminal activities, which would lower the integrity of the police service of such candidates were selected to join the force. This would be the final check, out of which the best twenty candidates from all the areas would be selected.
Multiple Sclerosis is a mental condition that affects the central nervous system and affects the flow of information within the brain, and between the brain and the entire body. However, Lezzoni (4) argues that the condition is manageable through medication, and with consistent medical care, one can lead a normal active life. Dr. Pollard, who has been a Doctor for in the psychiatry department, understands about the disease quite well, and in my opinion, she should be considered for the position. This is because, her passion to stay in the medic al field is to promote her well being, by reducing stress causing situations such as idleness, which would worsen her condition. Hence, her passion to continue with services in the medical field should not be viewed as denial on her condition. Further, her engagement in the medical field is also valid as the employment acts support workers with terminal health conditions and disabilities to engage in employment.
However, I would recommend medical tests to be done on Dr. Polland to establish the status of her mental condition in handling patients, and the cost of medication that she is likely to incur in order to remain healthy to treat patients. Further, I would recommend that the doctor should not work alone due to the untimely attacks that occur with her condition. Further, I would recommend that the doctor be given an opportunity to treat other patients with mental problems, as she has a similar disorder. This is because with the necessary support, she may give the patients better services since she has better understanding of the condition, and holds adequate experience in the field, compared to other younger doctors.
Tucson Organic Food Cooperative’s workers suffer from the consequences of the former director who criticized them often and withheld information important to them. This made them lose trust in the organization, resulting to high rates of turnover. Moreover, the employees have lost their interest in working as teams, as they lack the understanding of the organization’s goals. To change the culture among the employees, and guide them change their general view of the organization, the employees must understand the goals of the organization, which will encourage them embrace teamwork to achieve the goals. Teamwork and the understanding of an organization’s direction, creates a sense of enthusiasm to meet the overall goals. This is because the knowledge of the employee expectations acts as the major driving force towards the achievement of goals.
To make Tucson Organic Food Cooperative a high performing organization, and motivate employees towards their work and towards embracing teamwork, I have to establish major organizational changes geared towards the same. According to The University of Arizona (1) the first step towards the major organizational changes involves establishing a sense of urgency by determining the problems in the organization. The problems involved here include employee de-motivation and high turnover rates. The second step will involve selecting credible people with adequate skills to influence the employees towards the desired change. Moreover, I will engage in establishing achievable goals of the organization, and communicate the same to the employees through the team of influential persons. Once the vision is communicated, obstacles that hinder the achievement of goals are eliminated through creating structures through which workers can communicate their ideas to the management. Further, the strategy will involve celebrating employees who achieve the set goals to motivate them towards their work. Moreover, bringing more change will involve use of initial success to produce more change, and finally, create new approaches to change the vision of employees on the organization to achieve the overall organizational success.
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