Unit ll

Course Syllabus

Course Description

Examines personnel administration for line supervisors and managers and integrates a systems approach to government regulation of employment, employment laws, conflict resolution, and performance-based personnel management.

Course Textbook(s)

No physical textbook is required; resources are integrated within the course.

Instructor recommended:

American Psychological Association. (2010). Publication manual of the American Psychological Association (6th ed.). Washington, DC: Author.

Credits

Upon completion of this course, the students will earn 3 hours of college credit.

Course Learning Outcomes

Upon completion of this course, students should be able to:

1. Propose leadership theories that could advance employee motivation. 2. Discuss the impact of employment law on an organization’s policy on equal employment opportunity. 3. Assess the role of culture in human resource management practices within a global organization. 4. Develop a human resource plan to address employee conflict. 5. Evaluate performance-based review processes. 6. Appraise the impact of different compensation strategies that relate to employee motivation. 7. Create a training and development module for midlevel business managers. 8. Analyze the impact of different collective bargaining strategies on employee morale.

CSU Online Library

The CSU Online Library is available to support your courses and programs. The online library includes databases, journals, e-books, and research guides. These resources are always accessible and can be reached through the library webpage. To access the library, log into the myCSU Student Portal, and click on “CSU Online Library.” You can also access the CSU Online Library from the “My Library” button on the course menu for each course in Blackboard.

The CSU Online Library offers several reference services. E-mail (library@columbiasouthern.edu) and telephone (1.877.268.8046) assistance is available Monday – Thursday from 8 am to 5 pm and Friday from 8 am to 3 pm. The library’s chat reference service, Ask a Librarian, is available 24/7; look for the chat box on the online library page.

Librarians can help you develop your research plan or assist you in finding relevant, appropriate, and timely information. Reference requests can include customized keyword search strategies, links to articles, database help, and other services.

LibGuides

Think of a LibGuide (a Library Guide) as a mini-website to help you with your assignments. It has relevant information such as databases, e-books, and websites specific to your courses. If you have any questions, please reach out to your friendly

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library staff.

Click here for the LibGuide for this course.

Unit Assignments

Unit I Article Critique

For this assignment, you will read an article that discusses interviewing techniques, and you will then apply what you have learned by creating your own set of interview questions. To begin, navigate to the Business Source Complete database in the CSU Online Library, and locate the following article:

Oliphant, G. C., Hansen, K., & Oliphant, B. J. (2008). A review of a telephone-administered behavior-based interview technique. Business Communication Quarterly, 71(3), 383-386.

Part I: After reading the article, summarize the purpose of the study, and then answer the questions below.

What are the authors’ main points for conducting the study? Do you agree with the authors’ findings? What evidence from additional sources supports your opinion? What are the reasons employers use the employment interview to fill job openings? How effective do you think behavior-based interviews that are conducted via telephone are? Briefly describe the main features of equal employment laws, and tell how this article demonstrates these features.

Part II: Using the knowledge you have accumulated throughout this unit, develop a minimum of five (but no more than eight) non-discriminatory interview questions that you would ask when conducting a telephone interview. These questions should be listed on the last page of your critique.

Use the guidelines below to prepare your article critique.

Parts I and II combined must be at least three pages in length. Summarize the article on page one. Identify the main topic or question. Identify the intended audience. Think critically about the article and how it applies to the course when answering the questions. Organize the material logically by using smooth transitions and by grouping similar material together.

Submit Parts I and II as a single document. Format your article critique using APA style. Use your own words, and avoid plagiarism. At least one source other than the article must be used. All sources used must be referenced; any paraphrased and quoted material must have accompanying citations in APA format.

Unit II Case Study

Read the following article from Unit II’s Required Reading (located in the Unit II Study Guide):

Lytle, T. (2015). Confronting conflict. HR Magazine, 60(6), 26-31. Retrieved from https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx? direct=true&db=bth&AN=103708484&site=ehost-live&scope=site

After reading the article, analyze the scenarios provided below, and choose one to discuss in your case study paper. In your case study, be sure to address the following items:

Begin the discussion by identifying which of the scenarios you chose. Include a brief statement that identifies your style of conflict management. Use the information provided in this unit to develop a process to resolve the conflict. Describe how you would handle the workplace investigation for the chosen scenario.

As a result of a merger, the organization decided to decentralize its human resource management (HRM) functions and create area human resource (HR) generalists across the United States. One of their responsibilities is to handle all employee relations issues. You report directly to the senior vice president of HRM in the corporate headquarters in New York, and there is a dotted line reporting relationship to the vice president of field operations in your area, which is located in the Midwest. You just arrived at your new location for this position about six days ago.

Armed with the information you have learned in Units I and II and aided by your own experience and ability to research, please read the scenarios below, and select one for this assignment. Please answer the questions, and follow the guidelines presented.

Scenario #1:

It is Sunday evening, and you receive a phone call from an employee, Ellen, who lives several states away. However, she lives and works in your area of responsibility. Ellen is emotional and states that she can no longer tolerate her young coworker being sexually abused by the manager in their three-person office. She gives you the coworker’s name and phone number, and she tells you that the young woman wants you to call her later that evening when her husband will be asleep. As requested, you call the coworker, Tammy, and she states that she is afraid of losing her job. Tammy is emotionally upset and says that she fears that if her husband knows about what the manager is doing, he will confront him at the office, and there may be violence. Tammy informs you that the manager has a violent temperament and is prone to explosive

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outbursts.

Based on your knowledge of employment law, conflict management, and investigation procedures, what would be the best way to handle this situation? For example, what laws are involved? Where do you start? Who do you notify? When do you start? What do you tell the coworker (Ellen) and the employee (Tammy) who made the complaint?

In this situation, you are the employee relations representative for the organization. What is your role in the investigative process? Describe the steps you will take to investigate this employee complaint.

Scenario #2:

While conducting HR audits in the offices throughout your area, the newly promoted area director catches up with you to see how his offices are doing, and he invites you to lunch. While at lunch, he confides in you that he feels very uncomfortable with a certain highly regarded branch manager because she is always touching him inappropriately, and she does this in private as well as in front of her staff and vendors. He has politely asked her in private to stop this flirtatious behavior, explaining that it was unprofessional and that it makes him uncomfortable. Her response was to laugh it off, and she told him he was just too uptight.

She is a top performer, and he does not want to lose her or fire her; however, he asks you to talk with her to reinforce his request to stop the behavior.

What is your response to the area director? Based on your knowledge of employment law, conflict management, and investigation procedures, what would be the best way to handle this situation? For example, what laws are involved? Where do you start?

In this situation, you are the employee relations representative for the organization. What is your role in the investigative process? Describe the steps you will take to investigate this employee complaint, and explain how you will resolve the conflict.

Scenario #3:

Your senior vice president (SVP) of HRM has received a complaint from two branch managers in your geographic area. They are separate but similar complaints concerning Robert, the SVP of Area Operations. Both managers say Robert touches them and other women in the office inappropriately by rubbing their shoulders; the managers also report that Robert makes remarks about their alluring attire and comments that he is in love with them for the great job they are doing. Knowing you are housed in the same area office with this SVP, your boss asks you if you can objectively investigate this complaint. You talk it over with your boss and know he will support your efforts, and you agree to do the investigation.

Almost as soon as you give your answer to your boss, you receive a phone call from the area SVP’s wife, who somehow already knows you will be interviewing her husband for a harassment complaint. She is irate and states that the charges are ridiculous. She becomes belligerent and begins to degrade the female managers.

Based on your knowledge of employment law, conflict management, and investigation procedures, what would be the best way to handle this situation? For example, what laws are involved? Where do you start? Who do you notify? When do you start? What do you tell the area SVP’s wife?

In this situation, you are the employee relations representative for the organization. What is your role in the investigative process? Describe the steps you take to investigate this employee complaint.

In your response to the scenario you have chosen, follow the guidelines below:

Be sure to include academic sources to support your positions/conclusions. You are required to use at least two outside sources beyond the required reading for this unit. Be sure that your analysis is highly relevant, thorough, and remains on topic. Accuracy should be strong, with close attention to detail in all parts of the assignment. Writing should be clear and concise with solid sentence structure and should be free of grammar, punctuation, and spelling errors. Your paper should be at least three pages in length.

All sources used must be referenced; paraphrased and quoted material must have accompanying citations in APA format.

Unit III Essay

Imagine that you are a director of performance management. With this role in mind, briefly compare and contrast the traditional annual evaluation method of performance appraisals with the new real-time feedback coaching format. State which method you support, and explain why. How do you think Frederick W. Taylor would respond to the real-time feedback coaching system? Explain.

Be sure to follow the guidelines below.

Your paper should be at least three pages in length (not counting the title page and reference page). Writing should include proper grammar, sentence structure, and writing mechanics. Organization should be logical, clear, and appropriate. You should provide strong evidence of critical thinking. Paragraphs should contain strong topic sentences. The essay should begin with an introduction to the topic. You should make use of logical transitions. You must find at least two additional references in addition to any of the required readings that you use for a total of five

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references. All sources used must be referenced; paraphrased and quoted material must have accompanying citations in APA format. Your paper should be formatted in accordance to APA format.

Unit IV PowerPoint Presentation

Compensation Strategy for Knowledge Workers

To prepare for this assignment, review Waring’s article about employee compensation, which is also listed in the required reading section of the Unit IV Study Guide. Note: both links contain the same information; only one needs to be reviewed.

Waring, D. (2013). How to design an employee compensation plan [SlideShare slides]. Retrieved from http://www.slideshare.net/FitSmallBusiness/how-to-design-a-compensation-plan-dave? ref=http://fitsmallbusiness.com/how-to-pay-employees/

Waring, D. (2013). How to pay employees – The ultimate guide. Retrieved from http://fitsmallbusiness.com/how-to-pay- employees/

You are the director of compensation for a midsized organization. Prepare a PowerPoint presentation that justifies the implementation of a new compensation strategy that will support the motivational needs of knowledge workers and reinforce the real-time performance appraisal system that the organization has embraced. While your goal is to retain, motivate, and grow the current workforce of multi-generational knowledge workers, you must also justify to your senior management that this compensation strategy is competitive in the marketplace.

Your presentation should describe a compensation program for knowledge workers. The title of the knowledge worker’s position is entirely up to you (e.g., sales executive I, systems engineer III, etc.). You may use various sources (including the lesson materials), but you must use at least one additional resource from the CSU Online Library. Include a reference slide, and cite any sources used in proper APA format. Your presentation should be a minimum of 12 slides in length—not counting the title and reference slides. You may also use the slide notes function to explain slide contents as necessary, but this is not required.

Be sure to address the questions below in your presentation.

What is the compensation strategy being proposed? Did employees provide input? Who else provided input? What incentives are included in the plan? How will it motivate the employees? How will employees determine fairness of the pay structure? Why do you believe the employees will be satisfied with this plan? Justify the compensation strategy that supports the motivational needs of knowledge workers. What is your communication plan for rolling out the new program?

If you have never created a PowerPoint or need to brush up on your skills, click here to watch a how-to presentation created by the CSU Writing Center. To learn PowerPoint best practices, click here to watch another presentation created by the CSU Writing Center.

Unit V PowerPoint Presentation

Imagine that you have been tasked with creating a training and development program for midlevel business managers in an organization (you can use your actual organization or one that you create). A midlevel manager is defined as a manager of managers. You have to present your proposed training program to your supervisor. To do this, you must decide on a training model, conduct a needs analysis, write learning objectives, and create the content of the training. For your assignment, you will create a 12- to 14-slide presentation (not counting the title and reference slides) that includes specific information as outlined below.

The topic of the training can be any subject relevant to a midlevel manager that we covered in the course, such as how to deliver real-time coaching feedback, how to communicate unfavorable news to employees (e.g., compensation status changes), or how to communicate that a complaint has been made against an employee concerning harassment. If you are unsure that your topic is appropriate, contact your professor for approval.

Be sure to include the information below in your PowerPoint presentation. Discuss your selected training process model, and describe why you recommend this model. Explain the steps you would have taken to conduct a needs analysis. State how this training links to the organizational objectives. Provide a sample of two measurable course objectives (from input objectives through impact objectives). Present one of the program’s completed modules. For example, this should be one or two of the objectives that inform or engage the participants in an activity.

Be sure to cite any sources used in a reference slide with proper APA style. In addition, a minimum of one academic source that was not used in the Unit III Lesson or listed in required reading must be used, cited, and referenced. If you need assistance, the CSU library staff can help you with your research for this assignment. You may also use the slide notes function to explain slide contents as necessary, but this is not required.

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