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How does gas mileage depend on the [blank] of the vehicle? [Blank] could be weight, engine size, seating capacity, size (e.g. compact, sub-compact, SUV), etc. There should be multiple predictor variables included

How does gas mileage depend on the [blank] of the vehicle? [Blank] could be weight, engine size, seating capacity, size (e.g. compact, sub-compact, SUV), etc. There should be multiple predictor variables included.

this project can be a written report, a powerpoint presentation, or a
combination of the two. Regardless of the form the presentation takes, it Must Include the
Following Areas:
• Introduction – What was your project? Why did you choose the topic? What was the
main research question?
• Data – What was your data source? What dates did it cover? What was the web site you
obtained it from? What variables did you include? Identify all dependent and
independent variables. What were their values and what do those values signify?
• Descriptive Statistics – for your primary variables, be sure to include Table 1 below (you
can cut and paste it into your document if you like.
• Graphs as appropriate – scatterplot, histogram, pie chart, etc.
• Testing Conducted – what type of test did you conduct? What were the results?
• Conclusion – Wrap up your report in a concise manner. Clearly state what you learned
from the results and any potential shortcomings of your analysis.project must include a descriptive tableTable 1 – Descriptive Statistics for ?????
Add descriptive statistics measures as needed for your project.
Statistic ????? ?????
N ? ?
Mean ? ?
Std. Deviation ? ?
Skewness ? ?
Minimum ? ?
Q1 ? ?
Median ? ?
Q3 ? ?
Maximum ? ? Testing does not to be included if information can be found on the internet.
How does gas mileage depend on the [blank] of the vehicle? [Blank] could be weight, engine size, seating capacity, size (e.g. compact, sub-compact, SUV), etc. There should be multiple predictor variables included

HISTORY. Paper details Answer questions with the following reading: http://117.239.19.55:8080/jspui/bitstream/123456789/337/1/pdf552.pdf 1) Describe Post-Classical/Middle Ages Africa. 2) Describe what colonies are and why they developed in the Americas, how and by whom. 3) Describe the role African slavery played in empires in the Americas and how transAtlantic slavery was different from other and older forms of slavery in the world. 4) Describe how colonial laws limited the rights of Black people in the Americas and developed racial inequality.HISTORY
Policy: Child Care.

I’m working on a economics multi-part question and need guidance to help me learn.

Policy: Child CareAccording to the US Department of the Treasury, the American Rescue Plan recently passed by Congress includes the following provisions regarding child care. “The credit amount has been increased. The American Rescue Plan increased the amount of the Child Tax Credit from $2,000 to $3,600 for children under age 6, and $3,000 for other children under age 18.The credit’s scope has been expanded. Children 17 years old and younger, as opposed to 16 years old and younger, will now be covered by the Child Tax Credit.Credit amounts will be made through advance payments during 2021. Individuals eligible for a 2021 Child Tax Credit will receive advance payments of the individual’s credit, which the IRS and the Bureau of the Fiscal Service will make through periodic payments from July 1, to December 31, 2021. This change will allow struggling families to receive financial assistance now, rather than waiting until the 2022 tax filing season to receive the Child Tax Credit benefit.The credit is now fully refundable. By making the Child Tax Credit fully refundable, low- income households will be entitled to receive the full credit benefit, as significantly expanded and increased by the American Rescue Plan.The credit is now extended to Puerto Rico and the U.S. Territories. For the first time, low- income families residing in Puerto Rico and the U.S. Territories will receive this vital financial assistance to better support their children’s development and health and educational attainment.”undefinedPlease answer the following questions.Suppose you are a single parent with at least one child eligible for child care support under the American Rescue Planexplain how your labor force participation might change (please discuss both income effects and substitution effects)?undefinedexplain how your labor supply might change (please discuss both income effects and substitution effects)?Suppose you are a member of a parenting household with at least one child eligible for child care support under the American Rescue Planexplain how your and your partner’s labor force participation might change (please discuss both income effects and substitution effects)?explain how your and your partner’s labor supply might change (please discuss both income effects and substitution effects)?
Policy: Child Care

The Search For The Justice Philosophy Essay

For centuries the meaning of justice has been discussed between men. What exactly is the standard of being Just? One’s search for the meaning of Justice can be found in the Book Plato’s Republic. Through different dialogues with various characters, Socrates will lead the reader to two definitions, “Justice is Harmony”. (G.M.A. Grube Book 4, 434c) and “Justice is Doing one’s own [job].” (G.M.A. Grube Book 4, 443b). Socrates uses the division of parts in the soul (psyche) as well as the makeup of the state to give a light to the meanings of being Just and upholding Justice. First viewing the breakdown of the Soul (psyche) we find that according to Socrates the soul is divided into three separate parts, the appetite, the rational insight and the spirit. The appetite is the part “with which it lusts, hungers, thirsts and gets excited by other appetites” (G.M.A. Grube Book 4, 439d). It is the part of the soul that can be ambitious for unjust items and has no balanced consciousness in its desires. That leads Socrates to give us another view in the soul, the one that can keep the appetite restrained, the part that allows the soul to differentiate between good and bad. The rational part is the part in the soul that calculates risks and makes balanced decisions having the good of the whole soul as its interest. The third part is the spirited, the part of the soul that is courageous, vigorous and strong willed. The “spirited part preserves through both pleasures and pains the commands of reason about what is and is not to be feared.” (G.M.A. Grube Book 4, 442c) if “it has not been corrupted by a bad upbringing” (G.M.A. Grube Book 4, 441a), it works with the rational part. By the account of the parts of the soul we are shown how a soul has different wills, yet in order for a soul to stay in the Just path it must have some sort of hierarchy. Socrates describes the spirited part as the courageous ally of the rational part which has the control over the appetitive part. Although the description of the soul might provide an idea regarding the definitions of Justice I mentioned above, we should next examine Socrates structure of the state. The second view of Justice presented to the reader by Socrates is the division of the state. Socrates envisions a city in which only justice will prevail and there will be no corruption. The Macrocosm or “Philosopher City” is divided into three part social class, the artisans, the guardians and the Philosopher Kings. It is obvious that particular sort of division seems awkward when placed over our own democratic society. The reader must keep in mind that in the Republic that Socrates is describing each individual as if directed by great education and the utmost care towards the work he could do with excellence. The youth in the “Philosopher City” are separated from their parents at birth and therefore receive the same equal chance of becoming workers or rulers without any prejudice regarding their upbringing or family background; rather, they are gauged personally, totally according to their natural qualities. Starting from the bottom up first off the “Artisans” are the people that are best fitted to practice a specific form of labor. This part of the Society whose role is to provide food, clothes and any other necessities the state requires. They are required to be moderate and obedient to their ruler. Next on the chain of command we see the “Guardians”, who are the people that are best fitted to fight, people that are spirited and that pass the tests of the state by holding firmly to the loving of justice as well as patriotic attitude needed in order to defend the state from foreign and domestic enemies. They must possess the virtue of courage and be well educated in order to stay loyal and not harm the citizens; they are to uphold the laws set forth by the Philosopher Kings and keep Justice. Last but not least we see the “Philosopher Kings” which are people that possess the virtue of wisdom, they must not seek the glory and fame of being a ruler rather it should be perceived as the duty of those who are fitted to rule to take on the burden of ruling their state. The Philosopher Kings are people that have the interest of the whole in mind, they love their state, and they understand Justice within its rules and therefore will do everything within their power to preserve it. Both representations have a similar structure; Socrates claims that Justice is the same in the soul and in the state. The similarity suggests that both the artisans and the appetitive part of the psyche rely on the attribute of moderation for they have to be moderate in their desires. The guardians and the spirit share the attribute of courage in order to protect the whole. Finally, both the Philosopher Kings and the rational part of the psyche share the attribute of wisdom in order to rule the workers and the appetitive virtue, with the help of the guardians upholding the spirited virtue, all together they reach a harmony and collective goal that is the good for the whole as well as the state and soul. Would a psyche that allows the appetitive attribute take over and commit unjust acts regardless of their consequences or allows the spirited attribute to burst in crazy anger be considered a just soul? This rhetorical question supports the definition of “justice as harmony” (G.M.A. Grube Book 4, 434c). The condition in which the rational rules, the spirited guards and the appetitive remains moderate while they all agree to this condition out of understanding that it is the best for the whole. Could a state in which the craftsman rule, the guardian is a farmer and the natural ruler plays the role of a soldier be a good and just state? We must understand that in Socrates’s city there will be no mistakes in the division of the classes. In order to understand the idea of a just state we must consider that each individual is practicing the very best activity he is naturally fit for. That society has the most talented craftsmen, the most fearsome warriors and the wisest ruler, each practicing their part with excellence that is considered a virtue. In the analogy of the state Socrates supports the definition of justice as “doing one’s own work” (G.M.A. Grube Book 4, 443b). It becomes obvious that in order for justice to remain in the state each person has to do his own work and not overstep the bounds of their duties. Now that we have found and understood Socrates’s definition of justice, the question that has to be asked is how this justice could exist. In other words, why should the workers stay in their own work or why should the appetitive obey the rational. The answer to that comes in the form of both understanding and control. Ideally, all the parts know that maintaining the harmony is good for all and for the exception there are the guardians and the spirited to help maintain order. The dilemma is who should be the rulers, who could be wise enough to rule and to keep the interest of the whole in mind? Socrates responds with his belief that Justice will not exist in its entirety until the philosophers became kings. Socrates claims that a king could rule in a just manner, therefore maintain justice, only if he has knowledge of the true form of justice. That is, true knowledge of the forms. The forms represent the ultimate truth, the way things really are in a more knowledgeable sight then the one offered by science. In order to explain what the “definitive truth” is Socrates uses the theory of the divided line. A vertical line, representing different conditions of the soul, it is divided into two unequal subsections. The lowest subsection is smaller and represents the visible or the tangible; the highest subsection represents the intelligible. Both subsections are divided again in the same proportion whereas the high subsection in each is longer. The lowest part of a soul exists out of inexperience, consisting of images, shadows and the mere reflections of the objects they represent. This phase of the soul is regarded as merely nothing more than imagination. The second stage, still to in the visible, consists of objects that previously were only known by their shadows and now that the soul is in the stage of belief, it can see the objects as they really are. The third stage comes out of investigating, that is when the soul grasps for the reason things are and makes a wise guess based on the objects discovered in the previous stage. This condition of the soul is in the logical form, it consists of physical entities and how they come to be and is referred to as a stage of thought. The fourth, and most tricky part of Plato’s divided line theory, is the understanding of the forms. In this stage the soul reaches an understanding far beyond the stage of thought, and begins the understanding of the true forms. The true form of justice is “Goodness”. Only after enormous difficulty and vast education can a soul reach this level of understanding. By the time philosopher-king’s soul reaches that intellectual height of understanding he is no longer interested in the common rewards of fame and fortune, rather he is occupied with the true forms and seeks to guide his people towards the truth and justice. Once acquiring this knowledge of the forms, can a ruler be fit to rule in a wise manner for he is able to truly put the interest of the whole as his own? Therefore, ruling in a manner where justice exists and is carefully preserved. In the end we see that Socrates theory of justice is that we allow each part of the psyche to do what it is intended to do as well as well reaching a part in our life where we can reach above the intelligible form of thinking and truly understand the forms of life that shape the theory of Justice. Justice is caressed in the hand of Goodness and by not educating ourselves to what is good or bad and suppressing our rational we damn our souls to everlasting devastation due to the ignorance of not staying Just.

The challenges faced by Human Resources

online assignment help The challenges faced by Human Resources. The human resource is the science of creating an efficient workforce which is well motivated , respects diversity , and develops skill through its entire population .HR is one of the most important resources for an organization’s success including everything to achieve in corporate goals and objectives. Therefore HRM (human resource management) is a vital element of the strategic decision making. HRM contains a range of issues such as recruitment and retention, employee development, reward schemes and promoting good relations. The first process is recruitment, to employ appropriate qualified employees to help to bring about to the achievement of the corporate goals, in an efficient and cost-effective manner. In my assessment I have selected McDonald’s’ as my organization. McDonald’s is one of the most successful restaurant in corporate business all over the world. 500,000 employees serving millions of the people around the clock more then 100 countries. This research aims to examine and evaluate McDonalds’ employee retention and recruitment policies, grievance, disciplinary and dismissal process .The principal outcomes of this research will be an assessment of the effectiveness of McDonald’s HR policies. Human Resource Strategy leads a very important role in current and future to an organization’s overall strategic objectives and visibly identify that the human resources function fully comprises and supports the direction in which way the organization is moving. A comprehensive HR Strategy will also support other specific strategic objectives undertaken by the marketing, financial, operational and technology departments. In essence, an HR strategy to an organization is thinking to achieve in the medium to long term which ensuring that:- They have the right people in organization right mix of skills into the organization employees show the right attitudes and behaviors’, and Employees are developed their skills in the right way. As a resource of the wealth of knowledge contained within an organization, it must be realized that it is in human resource management that the most significant advances will be made. As a result, the human resource department must be made a central figure in an organization’s strategy to establish a knowledge basis for its operations (Mullins, L. 2005). 1.2 HR theory, will justify why there has been an increase in this management practice. According to Walton (1985) HR as “mutual goals, mutual influence, mutual respect, mutual rewards, and mutual responsibility” Walton further added that the ‘psychological contract’ under this unitary, high commitment model is one of mutuality, but it is a mutuality strictly bounded by the need to operate within an essentially unitary framework (Walton cited in Beard well, l. et al 2004) If organization strategies and plans have been developed without the element of any human resource, the justification for the HR strategy might be teasing for indirect people factors which are inherent in the plans, rather than simply summarizing their explicit “people” content. An HR strategy will adopt to the organization if it: articulates more clearly some of the common themes which lie behind the achievement of other plans and strategies, which have not been fully identified before; and Identifies fundamental underlying issues which must be addressed by any organization or business if its people are to be motivated, committed and operate effectively. The first of these areas will involve a careful consideration of existing or developing plans and strategies to identify and draw attention to common themes and implications, which have not been made explicit previously. The second area should be identifying as a fundamental that there must be clear plans to address them before the organization can achieve on any of its goals. These are : workforce planning issues succession planning workforce skills plans employment equity plans a grading and remuneration system which is seen as fair and giving proper reward for contributions made Wider employment issues which impact on staff recruitment, retention, motivation etc. a consistent performance management framework which is designed to meet the needs of all sectors of the organization including its people career development frameworks which look at development within the organization at equipping employees with “employability” so that they can cope with increasingly frequent changes in employer and employment patterns Policies and frameworks to ensure that people development issues are addressed systematically: competence frameworks, self-managed learning etc. By following these strategy may help gain acceptance for the idea, such as focusing on good management practice. It is also important to build “early or quick wins” into any new strategy. 2.1 The legal issues which influence HR plan in McDonald’s are: Unfair discrimination: The Sex Discrimination Act 1975, The Race Relations Act 1976, The Disability Discrimination Act 1995; The Employment Equality (Religion or Belief) Regulations 2003, and The Employment Equality (Sexual Orientation) Regulations 2003. Many of these Acts have been amended since their introduction and make it unlawful to discriminate against a person, either directly or indirectly in employment on the grounds of color, race, gender, marital status, creed, nationality, religion, sexual orientation, ethnic or national origins, or disability. Direct discrimination occurs when an a person is treated less favorably or a reason unconnected with their ability to perform either the job they are doing or the job they are being considered for. As for example: making decision about where some one should be offered or not to offered, a job because of their ethnic background. Indirect discrimination occurs where an unjustifiable requirement or condition is applied which, although in theory apply to everyone, in practice is more difficult for one particular group to meet or fulfill. As for example: setting standards which some employees are less likely to be able to achieve because of their gender, race, disability etc. Harassment: Harassment is a form of discrimination and is behavior which the recipient finds unacceptable and unwelcome based on their gender , age , marital status , sexual orientation , disability , race , color , nationality , ethnic origin , religions or belief.ect. Others: Data protection act 1999: Accordance to the Data Protection Act, update records, personal details and references should be kept into the organization. McDonald’s does comply this act. Asylum and immigration act 1996 Under this act organization must have to careful that no one is working illegally. McDonald’s follow this procedure. Criminal conviction: Before recruiting any one, McDonald’s confirms that employee does not involve any criminal activity or ensure that he or she is not convicted any criminal conviction. 2.2 Under McDonald’s recruitment policy, each individual restaurant is responsible for recruiting hourly-paid positions. For recruiting hourly-paid employees McDonald’s use several activities. Positions are generally advertised in the restaurant website (www.mcdonalds.co.uk.). Wherever possible, McDonald’s directs applicants towards applying on line at (www.mcdonalds.co.uk.) People who cannot access the web can call the Recruitment Hotline, or pick up a pre-paid Business Reply Card from a McDonald’s restaurant. McDonald’s uses local job centers, career fairs and other local facilities. It is vital to use effective hiring material with a clear message targeted at the appropriate candidate. The manager will select the applicants to be interviewed and will conduct the interviews. The process includes an initial online psychometric test. This test produces an initial score. The applicant then attends a first stage interview and is offered “On Job Experience” (OJE). This is a 2-day assessment in a restaurant. Successful completion at OJE will lead to a final interview, after which the manager decides whether or not to hire the applicant McDonald’s also offers a career opportunity. A well-run interview will identify an applicant’s potential to be a successful McDonald’s employee. To find people who will be committed to excel in delivering outstanding service, McDonald’s scripts an interview guide that helps the company predict how an applicant’s past behavior is likely to influence future performance. It uses a fact-based decision-making process. McDonald’s future managers come from two main sources. More than half of all salaried management positions are taken up by hourly-paid employees who earn promotion. The remainders are predominately graduates. 3.1 Culture Change Model The culture of an organization mainly held beliefs and practices of its people. Culture also means the backgrounds of employees, work expectations, way of communication, hierarchy, leadership style etc, positive attitudes toward power, workplace design, and other factors in the organization. Organizational culture supports goal and mission achievement depending on evolve. Culture is most powerful to achieve the goals and objectives with in the organization. An organization’s culture greatly influences recruitment and retention practices. For example, McDonald’s mission statement of HR department is “To be a catalyst in creating a high performance culture” .It simply means that if McDonald’s follows this policy they can attract the best people into their organization and achieve their goals. Normally High performers will leave the organization if they feel the culture does not support the mission, as it will be difficult for them to be successful without the support of the people and processes around them. The exodus fuels more turnovers as the employees who are left behind become overextended. Once this happens, the organization may get a poor reputation in the community. It might be viewed as a place where employees are asked to take on more than their fair share of work, which creates recruitment problems. This means the organization is forced to turn to lesser quality candidates. This snowball effect creates a vicious cycle where poor culture pushes out talented employees and brings in substandard employees to fill those positions. To break the cycle, positive culture change is needed. The authors’ experience shows that, five key components in most successful organizational changes: Agree: Establish the mission, method, goals, team and motivation of the change initiative. Survey: Develop a clear starting point as a baseline for measuring progress. Plan: Develop architecture of key elements for achieving goals. Implement: Develop the solution and manage the transition on a detailed level with full communication. Review: Regularly monitor the solution to ensure that business value is achieved. Evolve: Use the new capabilities to respond more rapidly to continuously changing requirements. But in McDonald’s there are high levels of training tending to have lower rates of staff turnover and lower turnover costs. The McDonald’s that reach the above average in the training department were inclined to have lower employee turnover. For example, research among leisure retailers found an average staff turnover rate of 188 per cent, while the better performing McDonald’s restaurants averaged 64 per cent (Anonymous 2002). A higher retention level should lead to a consistent crew should, which in turn should deliver higher levels of service to the customer. McDonald’s mystery shops its branches on a monthly basis, to measure the quality, service and cleanliness of restaurants. The results from these visits indicate that restaurants in the above average training category have higher scores across the board, especially in the most problematic category, “service” (Anonymous 2002). Over 60% of their current managers started their careers as crew in the restaurants (www.mcdonalds.co.uk). After three years service employees are offered private medical care. They are committed to recognizing achievement, an example of the employee of the year award, is a week holiday in the sun. They also recognize long service, with rewards given after 3, 5,10,15,20 and 25 years (www.mcdonalds.co.uk). 3. 2 McDonald’s respects the flexibility and sensitivity to local culture and this is demonstrated in its human resource management. The human resource department has a list of questions on employment practice which must be answered before McDonald’s enters a country, these are on issues such as employment laws, part-time and flexible work schedules, and specified numbers of hours which employees would be allowed to work (Solomon, C 1997). New local human resource and restaurant managers will train in an established McDonald’s restaurant. The company is strongly committed to staffing locally and promoting from within. This helps to attract people because they know they can move up if they work hard. It also means that McDonald’s has managers who understand both the corporate and local cultures (Solomon, C 1997). The Company is an equal opportunity employer, in 1992 they set up an Equal Opportunities Group to foster a diverse workplace and highlight equal opportunities, as a part of the Company’s ethos. McDonald’s commitment to equal opportunity extends beyond race, gender, ethnic origin, marital status, color, nationality or disability, to encompass people with very different backgrounds and experience (www.mcdonalds.co.uk) 4.1 In McDonald’s if the employee who feel that he or she is the subject to harassment , victimization, discrimination or bulling will be asked to Ask the person to stop Ask for help Speak to an appropriate manager. Report to the HR department. If the employee fail to do that then he or she will be advised to raise a grievance in writing under Company’s Grievance procedure .Company will treat this very seriously and confidence while an investigation is conduced into an employee’s grievance .HR department will regularly monitor and review the policy and will take such correct action as may be necessary to ensure it is be complied with. Conclusions: All employees are managed by global HR policies, with the only exceptions is where local employment legislation differs from that of the organization. Therefore all employees receive the same benefits, training and control, leading to standardization of employment. To the customer this standardization is of both product and service. McDonalds successfully attracts potential employees, this is essentially through word of mouth. The majority of candidates have either relatives or friends employed at MacDonald’s. This not only reduces advertising costs, prospective employees already know about the role. This will reduce the number of candidates that leave soon after appointment. They know about the role before they apply. The majority of managers are promoted within, this demonstrates a good career path, and retains skilled employees. The promotion ladder is well documented; therefore all employees can plan their career routes within the organization. The success of retaining employees for the management training scheme warrants a full study of its own. Where McDonald’s managers pay more that the industry averages this will not only attract new employees, it will motivate the crew members. The pay is used to sets target for training, employees know the more training they receive, the higher the wage they get. This is another facet to the training retention tool, recognizing and rewarding employees that have completed their training. The service award scheme is standard practice in most organizations. This would be of more benefit to the managers, who are likely to have longer service with the organization Crew members we made up mostly of students, who had no career plans with the organization. Therefore they would leave before the qualifying period. Therefore this scheme had no real affect on retention. This paper concludes that McDonald’s retention strategies are successful in some of their branches; they have higher levels than other players in the industry. These restaurants have followed the companies’ guidelines in recording and monitoring the training they provide to their employees. The challenges faced by Human Resources

HRMG 3001 WU Human Resource Management Discrimination Diversity Inclusion Essay

HRMG 3001 WU Human Resource Management Discrimination Diversity Inclusion Essay.

I’m working on a management report and need a sample draft to help me study.

Assignment: Preventing Workplace DiscriminationWhen it comes to discrimination and harassment, legal compliance should be the minimum standard that leadership teams set for their organizations. It is important to foster a culture where it is widely understood that these violations are completely unacceptable. However, even in workplaces where proactive policies and procedures are in place to prevent problems, it only takes one individual to infringe upon another’s rights. When these instances occur, it is the responsibility of HR professionals to have a solid understanding not only of their companies’ policies, but also the legal requirements for how to proceed.In this Assignment, you will respond to a set of questions on the historical significance of antidiscrimination laws, HR’s role in handling discrimination, and the benefits of diversity and diversity programs. You will review case studies and scenarios from the lens of an HR professional and apply HR practices to address the discrimination and harassment issues found within them.To prepare for this Assignment:Review this week’s Learning Resources, including the three case studies/scenarios that you will use to complete this week’s Assignment: “Case 3-1 English Only: One Hotel’s Dilemma,” the John and Amala Scenario, and the Melvin, Julie, and Tina ScenarioSubmit your responses to the following prompts. Select one of the following antidiscrimination legislations:Equal Pay Act of 1963Title VII of the Civil Rights Act of 1964Age Discrimination in Employment Act of 1967Vietnam Era Veterans’ Readjustment Assistance Act of 1974Pregnancy Discrimination Act of 1978Americans with Disabilities Act of 1990Civil Rights Act of 1991Uniformed Services Employment and Reemployment Rights Act of 1994Veterans Benefits Improvement Act of 2004Title II of the Genetic Information Nondiscrimination Act of 2008Lilly Ledbetter Fair Pay Act of 2009Based on the legislation you selected, explain the impact of this historically significant legislation on HR practices. Specifically, in 150 words (2 paragraphs):What is significant about this legislation?What are the behaviors that led to this legislation being adopted?What penalties may be assessed for violating it?Illustrate the role of HR in addressing discriminatory behaviors. Specifically, in 150 words (2 paragraphs):Define two types of discrimination.For each type of discrimination, provide an example of how an HR manager could implement measures to prevent the discrimination or address the discrimination if it were to occur.For the following question, refer to the “Case 3-1 English Only: One Hotel’s Dilemma” PDF (also located in this week’s Learning Resources).Does this policy violate Title VII of the Civil Rights Act? Why or why not? (75 words, or 1 paragraph)For the following question, consider the “John and Amala Scenario” PDF (also located in this week’s Learning Resources):Based on this scenario, identify at least three inappropriate or illegal behaviors that Mr. Brian exhibited in this interview. For each behavior, explain why it was inappropriate or illegal and how he could have avoided or corrected his mistake. (150 words, or 2 paragraphs)For the following questions, consider the “Melvin, Julie, and Tina Scenario” PDF (also located in this week’s Learning Resources):Explain whether Tina’s behavior is considered bullying and what, if any, legal consequences may be applicable. What changes would you, as an HR representative, recommend to improve the atmosphere in this work environment? (75–150 words, or 1–2 paragraphs)What constitutes sexual harassment in the workplace? What are some potential consequences of this type of behavior occurring within an organization, and how can HR play a role in addressing and preventing sexual harassment? Provide specific examples to support your answer. (75–150 words, or 1–2 paragraphs)Explain at least four components of diversity in addition to race and culture. Describe some groups or characteristics that may be represented in today’s workplace, as well as the benefits they can bring to an organization. (150 words, or 2 paragraphs)Analyze the use of diversity programs and their effectiveness within organizations. In your analysis, describe the benefits and challenges of implementing a diversity program and the importance of having a set of guiding best practices. Are there better ways to promote diversity in an organization than diversity programs? Provide one or two examples of alternatives and explain your rationale for selecting them. (150–225 words, or 2–3 paragraphs)Note: For each prompt, be sure to reference at least one scholarly source to support your answer. Use the Walden Undergraduate Paper Template, provided in this week’s Learning Resources, to complete this Assignment.
HRMG 3001 WU Human Resource Management Discrimination Diversity Inclusion Essay

Grantham University Implications of Competition Analysis Report

Grantham University Implications of Competition Analysis Report.

Implications of Competition AnalysisThis week we will be discussing and providing examples for the various industries to include: growth industry, mature industry, and declining industry.Identify a growth industry, a mature industry, and a declining industry. For each industry, identify the following;the number and size distribution of companies;the nature of barriers to entry;the height of barriers to entry; and (d) the extent of product differentiation. Once you have identified an example for each, then, answer the following questions:What do these factors tell you about the nature of competition in each industry?What are the implications for the company in terms of opportunities and threats?

Grantham University Implications of Competition Analysis Report

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