Attached case study
What are Amanda Jackson's problems?
What are the implications of the actions you suggest?
What legal issues are involved?
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What are Amanda's problems? Amanda is a first year teacher, new to the educational setting from a successful career in the graphic arts field, more of a business setting, where she did not have much contact with children, or other people on a daily basis. It appears that she is coping with her teaching responsibilities fairly well, considering that everything is new to her. Her problems appear to be with her administrator. The Principal at her school does not use the same interaction language that Amanda uses, and Amanda is having some real problems reading her intent and meaning based on the principal's conversational and social relationship style. This problem can cause enough tension in and of itself, but this problem is most certainly the less important of the issues that Amanda has with the principal.
Amanda's real problem is that she has strong suspicions that her principal is indulging in alcohol during school hours. She has noticed that there appears to be a conspiracy of silence among the present and former staff, and among the parents of present and former students enrolled at the school, concerning this problem, even among those who appear to have knowledge of it. This appears to be because the principal is well-liked by both the students and the staff, and she exerts strong influence upon the school in positive ways. No one appears willing to "rock the boat," by exposing this problem, which to be honest, appears to have been up to this point mostly under control, and so ...
Amanda Jackson case study with summary of case, analysis of options and discussion of legal issues
Human Resources: Here are two suggestions used in the solution of this assignment. The HRM must develop a pay for performance system and also address issues with Diversity in the Work Place. Diversity in the workplace has become of the utmost importance as more and more companies are becoming global. Understanding others differences is essential to the business.
What are some of the HRM strategies we should consider when developing the workforce, and conducting performance management, to enhance organizational productivity? As an example, what does your current (or previous) organization due to promote a "learning environment" within the workplace?
Please list references
Here are some highlights from the document solutions:
As companies now look at compensation, many are no longer giving the standard 2-3% annual raise. Rather they are now looking at an associate's performance and the scorecard has now become the major defining factor in raises.
There are many different methods as to how one can be paid. It can be the standard annual raise, comp-time for salaried workers and pay for performance.
Pay for performance is just one of many ways that an employer can increase productivity. Pay for performance is a plan that has a balanced scorecard with an emphasis on metrics, characteristics, and computer skills that an associate must show proficiency in order to determine if the associate qualifies for raise. Human Resource managers are called upon to take the goals of the company and assess a number to them whereby managers will be able to rate their associates in order to see if they qualify for a raise. This scorecard also helps to assist in where additional training may be needed.
Diversity has become one of the major focuses for enhancing organizational productivity. Associates want to work in an environment where they feel valued and empowered to contribute to the company with their expertise and ideas for the company's success. Diversity cannot be excluded from any company especially since the world has gone global and the workforce make up is of all nationalities, ethnicities, genders and disabilities just to name a few. Diversity policies are now part of a company's mission statement.
Diversity is defined as a strategy for Human Resources productivity in the Handbook of Workplace Diversity. Here are some of the characteristics: (1) increase the numerical representation, of historically excluded groups; (2) empower a diverse workforce once it is in place to participate fully in organizational decision making; and (3) ensure the inclusion of a diverse workforce in every aspect of organizational life (Kossek & Lobel, 1996). The business case for HR diversity strategies links recruitment, selection, development and retention of a diverse workforce to business goals, labor market shifts, globalization and competitive advantage (Yakura, 1996).