High Performance Work Case Study

What is accountability ?. Accountability is the obligation that an individual or an organization has to be answerable, take responsibility for its actions, and provide an account in a transparent manner. Achievement of this character trait in an organization requires every individual in an organization to own up to his or her responsibilities, their actions and the results after that. Accountability is crucial due to various reasons. Accountability can make someone trustworthy it can provide responsibility it can encourage ownership it can. Also the quality or state of being accountable especially an obligation or willingness to accept responsibility or to account for one 's actions public officials lacking accountability

I am a HNC business student. I am writing this report as part of my course. This assessment covers outcome 4 of the Managing People and Organizations' class. Unit F84T 34

To select the sample for this study, data will be collected from two businesses; Alabama Power and Blue Cross and Blue Shield of Alabama in Birmingham, Alabama. The surveys will include segments in which the participants were asked to give an account of their; workplace, supervisor-subordinate relationship, leadership, employee performance, and organizational performance at the workplace (Scheidt-Nave et al., 2012). The other possible data collection may come from Survey Monkey.

The entitlement philosophy can be defined as assumes that individuals who have worked another year are entitled to pay increases, with little regard for performance differences. The entitlement philosophy can be seen in many organizations that traditionally have given automatic increases to their employees every year. Further, most of those employees receive the same or nearly the same percentage increase each year. Employees and managers who subscribe to the entitlement philosophy believe that individuals who have worked another year are entitled to a raise in base pay, and that all incentives and benefit programs should continue and be increased, regardless

For my Performance Task One project, my group members Abbey Glancey, Rachel Lambert, Addie Hinkle and I researched how video games effect the growth and development of children in the United Stated Of America. Our subtopics included how video games effects a child 's brain, health, social and physical behavior, and education. I learned way more than I expected while researching this topic. I approached the process of researching by taking what I learned from the previous time doing this project and applying it to this new topic. I also did some things differently from the first time resulting in less stress. My group and I had many ideas on different categories to research, but we eventually agreed on something we were all interested in. While doing this project I encountered a few problems that I became frustrated with. One of my biggest issues was deciding what was most important to include in my essay and presentation. There seemed to be a wide variety of important information I could use. I eventually decided to use the most interesting information I could find. I did this because the majority if people already know the basic positive and negatives from overusing video games. My process of researching and solving a problem or issue was overall much easier and less stressful.

The three laws that I have chosen are Equal Employment Opportunity Commission (EEOC), Age Discrimination in Employment Act (ADEA) and Pregnancy Discrimination Act (PDA). The EEOC was created by Title VII of the Civil Rights Act of 1964 and active in the public enforcement of antidiscrimination laws. The EEOC has help my organization with the aid of discrimination suits pertaining to sexual harassment, race/color, and religion and against false accusations concerning your job. The EEOC had nine mistakes by employers in dealing with them. They are failure to communicate, underestimate ate, no litigation, retaliation, mediation, wait too long, prevaricate, not appropriate and they don’t calibrate. In order to improve employee morale and satisfaction,

In order to, analyze the company’s performance, we will closely focus on financial performance which is the degree to which financial objectives have been accomplished. This process measures the result of the overall financial health of the company over a period. The most efficient and effective metrics we choose were the improving operating income and return on equity and increasing sales, earning per share.

This report will discuss the use of Six Sigma as an approach to improving business strategies and developing an organisations perceived “excellence”. It will investigate the criteria and definitions of the European Foundation for Quality management (EFQM) and assess the advantages and disadvantages of combining Six Sigma with the EFQM business model.

Tesco operates in 13 countries and is the biggest private sector in the United Kingdom (UK). They have employed 366,000 people worldwide in 2365 stores operating in Malaysia, Poland, Hungary, China, Japan, South Korea, Thailand, UK, Czech Republic, republic of Ireland, Slovakia, Turkey, and Taiwan, with total sales of 37,070 million pounds. Tesco has built a lot on the strength that has developed as a market leader in the UK supermarket sector. Tesco makes sure their business all over

Premier Inn is a famous British hotel brand with over 700 facilities worldwide. Being founded by Whitbread in the year 1987, the company is the result of a merge between Premier Lodge and Travel Inn. Premier Inn hotels operate under the strategic partnership between the leading international companies and Britain’s leading hospitality firm Whitbread PLC. This allows enhancing the popularity of the Premier Inn brand all over the world.

Performance management according to --- is a function that that embraces activities such as articulated goal setting, uninterrupted progress reassessment, regular communication and feedback, as well as coaching for better performance. Likewise, it involves execution of employee development plans and rewarding accomplishments. In other words, performance management focuses on improving employee performance along with effort via a process that supports employees to get personal and professional fulfilment by a feel of purposeful contribution. In organisations, management is responsible for meeting organisational objectives through the involvement of others; through evaluating the performance of systems and human resources.

I am a HNC business student. I am writing this report as part of my course. This assessment covers outcome 4 of the Managing People and Organizations' class. Unit F84T 34

Back in 1984, Beer et al developed the Harvard model of the HRM. Beer et al believe that the human resource is passes many of pressures nowadays, therefore, eliminating the pressures is required. These pressures could be eliminating by having a long-term perspective in terms of controlling people and potential assets rather than just variable costs. As a result, Beer et al approach the Harvard Model of the HRM. The purpose of this model is to solve the pressures that may occur in the HR of any organizations; these pressures include all management decisions that will affect the relationship between the organizations and their workers, in addition to a clear plan for the HRM policies and procedures by the manager of

(Ref-Green, Paul C. Building Robust Competencies: Linking Human Resource Systems to Organizational Strategies. Jossey-Bass, 1999.)

HRM practices are a process of engaging, motivating, and maintaining employees to ensure the organizational survival (Schuler and Jackson, 1987). According to (Delery and Doty, 1996) HRM practices are prepared and implemented in a way that human capital plays important role in achieving the goals and objectives of the organization. The appropriate use of HRM practices strongly influence the standard of employer and the degree of employee commitment (Purcell, 2003). HRM practices like, training and development, performance appraisal allow the employees to do better in order to enhance the organizational performance (Snell and Dean, 1992; Pfeffer, 1998).