ENG - College Writing 4 In this course, students acquire the writing competence necessary for conducting and presenting research. A variety of assignments, beginning with personal reflections, build upon one another, as students develop ideas that respond to, critique, and synthesize the positions of others. Students systematize and organize knowledge in ways that will help them in all of their courses.
The science behind employee engagement is not yet perfected—there are many different ways that employers can help their employees get engaged!
To get started, please do this: Provide your definition of employee engagement. Support your definition using a citation from a website, the textbook, or a scholarly article from the DeVry Online Library. Give one example of how you have been engaged in a job in the past, and how your employer assisted you in being engaged.
To start, answer Question 1 in the case. We will move through the case with more questions, and discuss more of the issues involved with the union issues. Here are several tips for successfully completing this case study. You should incorporate information from the textbook, the lectures, and maybe the discussions to support your position.
In other words, tell me more than just your opinion. Provide some relevant facts from the course material to support your position.
Try the Advanced Search area and look up laws, news, and law reviews using combinations of keywords likesocial media, Facebook, NLRB,andconcerted activity. The Internet also has a wealth of information on this topic, and you should use these sources to supplement your assignment if you desire.
In the Webliography section of the course top, far-right tab is a number of websites that you can use to help you complete this assignment. If you research your own Internet sources, be cautious about your sources.
Make sure that the site is from a reputable organization. There is an expectation that at least some citations and references are used for all assignments. Week 2 Case Study: Social Media Policies, Concerted Activity, and HR Management In the last few years, companies have begun initiating and implementing social media policies for their employees to follow.
These policies range from encouraging employees to utilizing social media for marketing purposes, to restricting the use of social media for employees in order to ensure that they do not hurt the company image. As these policies become more widespread, both the Society for Human Resource Management and the NLRB National Labor Relations Board have become concerned about the limits on speech and activity that employers are imposing on their workers.
Further, in some states, laws are being passed to protect employees and potential employees from being required to disclose social media passwords during job interviews or after hire. Finally, many ethical concerns are being raised about the use of social media as a method of doing quick, informal background checks on potential hires or current employees.
For your homework this week, research the following questions and provide your findings in answers that are long enough to sufficiently answer the questions about 2—3 good paragraphs each.
Provide citations in APA style for each of your answers. Save your file with your last name in the filename, please. Let your professor know if you have questions!
Questions to Research and Answer The NLRB has made findings regarding the use of employee posts on social media sites to discipline or terminate those employees. Typically, these cases occur when an employee posts negative information about his or her current employer or boss.
Sometimes, these are public, and other times, the employer uses spies or fake friending to see the Facebook page of the employee. Find at least one case or article online regarding this topic, and briefly explain the facts of the case, and the determination of the NLRB as to whether the employee was properly or improperly disciplined or terminated as a result of his or her use of social media to complain about, criticize, or publicly bash his or her company or boss.
Provide the citation to the article that you discover. Use the termconcerted activityin your query or search to help you find one of these cases. Do you agree with the decision of the NLRB or court in the case that you described in Question 1 above? Why or why not? Assume that this case happened at a place where you have worked in the past, or where you work now or want to work.
Give an example of how the decision in the case above could lead to better or worse employee relations in your company.
Explain how you would communicate this decision to your employees or supervisors depending on the decision you have selected to ensure that situations like this do not occur again. In your answer, determine whether or not you feel a social media policy is a good method.
If so, list at least three things you would include in your policy and why you would include them. If you do not feel a social media policy is appropriate, explain why you would not implement one give at least two valid reasons. Instead, set up headings for each section where you answer the questions, using good APA form.MGMT Week 1 Strategic Linkages Assignment MGMT’ Week 1 DQ 1 The Purpose of HRM MGMT Week 1 DQ 2 Functions of HRM.
MGMT, Week 2 Case Study; Off-the-Job Behaviors. Freu dich drauf! Wenn Sie kurz die Augen schließen und daran denken, welche Düfte Ihre Nase täglich am Frühstückstisch betören, bleiben Ihnen zwei davon mit Sicherheit in Erinnerung. + I will only accept facebook friend requests from people I know in person.
+ I will only accept linkedin requests from people I have worked with or had at least a few email exchanges with (remind me on the request if this is the case).
MGMT Entire Course (Updated) + Final Exam.
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Week 8 Contains: MGMT Week 8 Final Exam. Related products. SOC SOC Week 3 Quiz ANSWERS. Secularism: Since the s, the highest percentage of immigrants to the United States have come from: In a presidential system. TO purchase this tutorial visit following link: caninariojana.com Contact us at: [email protected]